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Growth that gets you fired

 

CEOs–and all members of the C-suite–want to grow the company, but it’s no easy task. Just ask Thomas Glocer, the former CEO of Thomson Reuters. He was just fired for not growing fast enough.

A December 2, 2011, Wall Street Journal article <http://on.wsj.com/wuWogz>reports, “The Markets division has suffered from the weak performance of a new product, Eikon, that it had been hoping would spur growth. In response to the weak performance, Thomson reorganized the Markets unit in July, under pressure from the Thomson family.” Glocer tried to turn things around, but in December he announced that Eikon, “which was supposed to begin paying dividends [in 2012], likely won’t see an uptick in sales until next year and won’t drive revenue growth until 2013.”  That wasn’t good enough for the Thomson family.

 

What did the Markets division–and Glocer–do wrong? The answer is relatively simple: they relied on very traditional innovation methods. With their knowledge of the market, they brainstormed what they felt would be a good solution: Eikon. After concept testing, they created a supporting business. Then they created product requirements, based on the teams’ prioritization of the features. Finally, they developed and launched the product.

And it failed to generate growth.

This happens all the time. Why? Because executives continue to use innovation processes that are fundamentally flawed. First, they brainstorm a weak idea with their team without knowing all the customer’s needs. Then they find customers who say they would buy such a product–even though they won’t. Lastly, they put together a business case that mistakenly projects returns that would pay back their investments. In other words, they guess, and most of the time, they guess wrong. Ultimately, this destroys the equity value of the company.

To mitigate these risks, companies must use an innovation process that works. Our patented innovation process, Outcome-Driven Innovation, achieves these objectives almost 90 percent of the time. It works because it is focused on the job the customer is trying to get done. With the customer’s needs in mind, we help companies: (1) correctly identify markets that offer revenue growth potential, (2) effectively uncover all the customer’s needs and prioritize those that are unmet, and (3) systematically construct the platforms and feature ideas that will satisfy the unmet needs.

And because we defined customer needs (outcomes) using metrics, we can measure if a new solution concept is going to deliver value in the market (i.e. will it help the customer get the job done better) before significant capital is invested in development, marketing, and sales.

Had Thompson Reuters’ Markets division understood the job their customers were trying to get done and what metrics those customers used to measure the successful execution of that job, the division would have developed an entirely different product, one that would have accelerated Thomson Reuters’ growth.

And Thomas Glocer would likely still have his job.

 

 

 

Why Your Idea Is Worth Nothing

Tony Ulwick, founder and CEO of Strategyn, recently gave a webinar entitled, “Why Your Idea Is Worth Nothing, and How to Create Growth Plans That Work.” In this webinar, which Strategyn did in conjunction with Institute for International Research, Tony explained why most ideas do not succeed in the marketplace and presented a framework that can be used to create ideas that customers will embrace. Time constraints prevented us from addressing all the audience questions, but as we promised, we address some of those now. If you were unable to attend the webinar, you can view the video here. The slides are also available for download here.

Q1: For “non-user disruption,” it is difficult to assess initial market size (e.g. iPhone)? What is the best method to correctly predict market size in this case?

A: The objective is to learn how many people are trying to get the job done, but do not have the finances or skills to acquire or make use of the existing solutions. We figure out if these people are underserved and calculate their willingness to pay to get the job done perfectly. Once those things are known, a target for a disruptive platform can be established.

Q2: With the current fast pace of technology and trends, how is it possible to plan for long-term success?

Technology changes all the time, but the job the customer is trying to get done doesn’t. A company that knows how customers measure the successful execution of a job (their desired outcomes) is in possession of a stable set of metrics that make it possible to determine what technologies to invest in to grow company revenue.

Q3: Any strategies for when you have weak middle managers who constantly block progress or won’t deal with problems that need to be dealt with?

This is a common issue and one we will address in our next webinar, to be held in the coming months.

Q4: I have been a proponent of getting input from multiple customers in one industry before launching a development product, but some of our most successful products have been for just one customer.  Any comments?

If you can hit your revenue growth objectives by creating an innovation for a single customer, then do it. If you cannot, then finding other segments of customers that are underserved along the same dimensions would make more sense.

Q5: Our product is typically an ingredient in a system. What are some suggestions on how an ingredient maker can be innovative?

Add to your ingredient to help your customer get a bigger portion of their job done. For example, maybe the ingredient could be used as a conduit to pass useful information from one part of the system to another.


 

Directed Innovation

Directed Innovation, the most effective way to create a corporate culture of innovation

Many companies are attempting to create a corporate culture of innovation by establishing a centralized Innovation Center of Excellence. Decisions on how to structure and staff such a center can make or break it—and can affect the company’s ultimate success or failure.

There are two common approaches to creating a culture of innovation:

  1. Everyone is responsible for innovation. Organizations that take this approach train hundreds, even thousands, of employees as part of a change management effort. They want all their employees to think differently about innovation.
  2. A specialized team is responsible for innovation. Organizations that take this approach place responsibility for innovation upon a small team and call upon that team as needed.

In our experience, both approaches are flawed. Companies that take the first approach, which is the more common, see innovation as being inextricably linked to broad cultural change in the organization. But it doesn’t need to be. What we have learned is that innovation as most commonly understood—that is, product and service innovation, geared toward growth—should not be everyone’s responsibility. Only those who decide what products to place in the development pipeline should concern themselves with innovation. These are the people who need to think and act differently so that only products that will create significant new customer value and contribute to revenue growth enter the development process to begin with. The rest of the organization simply has to do what it has always done—that is, validate, prototype, design, build, create, ship, and launch those products. Training the entire organization to be innovators is a time-consuming, costly, and unnecessary activity.

But the second approach is also flawed, and at a fundamental level. The problem with creating an internal team of innovation consultants is that there is a mismatch between the time it takes to develop the needed skills on the one hand and the demands that the organization is likely to place on the team, once trained, on the other. It takes a long time to obtain the skills and expertise needed: if this group is not involved in constant innovation, those skills will get rusty (and may never develop properly in the first place). But most organizations are not generating that level of innovation throughput. All too often, organizations that take this approach end up dissolving the innovation team. It simply lacks the skills needed to sustain itself.

So what is the solution?

We have introduced an innovation culture-building model called “directed innovation.” The directed innovation model enables an organization to grow through innovation quickly, with the least investment.

Instead of requiring the entire organization to be responsible for innovation, the directed innovation model requires a small group of people to form the nucleus of the Center of Excellence. But this model differs from approach number two because this team is not responsible for actually creating growth plans. Rather, it is responsible for assisting Strategyn’s professionals in the creation of such a plan and for managing its execution. The team does not have to develop the skills required for selecting and sizing markets, and it does not have to conduct job-based research. The innovation team, or Center of Innovation of Excellence, has three responsibilities:

  1. It must identify the markets that will generate growth.
  2. It must work with Strategyn to create a growth plan for those markets.
  3. It must oversee the execution of that growth plan.

With our assistance, the Center of Excellence presents a visionary growth plan to the sponsoring division, along with supporting information and financial justification. The sponsoring division takes it from there and works with the center to execute the growth plan. We will often work with the division as well, to ensure the plan is being executed as envisioned and to teach them how to use the plan’s insights to manage growth for years to come.

The diagram below illustrates the three recommended areas of focus for a Center of Innovation Excellence.

To find out more about how using directed innovation can help companies achieve their growth objectives without a major cultural overhaul, read our article “Building a Corporate Culture of Innovation.” Please feel free to contact us at info@strategyn.com with any questions or comments.

 

 

 

The Right Product for the Right Job

What if you could frame an innovation challenge, gather and analyze data, and develop customer value propositions, concepts, and plans in just four weeks? Some suggest that this can’t be done – at least, not at a price that many can afford. But what if it could be?

Conventional consulting wisdom encourages expansive research and multi-month engagements. And yet, this practice may be over-serving some of you in some innovation contexts. Our Innovation Track Record Study found that ODI’s innovation success rate is 5x the industry average. And yet, the verbatims from this study revealed that some of our best clients struggle with an over-abundance of data. Others are underserved, because despite plenty of clear data that points them in the right direction, they struggle to overcome entrenched, old patterns of organizational behavior. And almost universally, they desire to use ODI in more contexts, to speed it up, and reduce costs.

These are important issues, and two key breakthroughs came in my personal search for answers. The first, and most important, was the publishing of the New York Times bestselling book, Switch: How to Change Things When Change is Hard by Chip Heath and Dan Heath.

Switch: How to Change Things When Change is Hard

Switch: How to Change Things When Change is Hard

The Heath brothers say that Innovation is fundamentally about change, and the primary obstacle to change is a conflict that’s built into our brains. The rational mind wants a great beach body; the emotional mind wants that Oreo cookie. The rational mind wants to change something at work; the emotional mind loves the comfort of existing routine. This tension can doom an innovation effort – but if it’s overcome, innovation can come quickly. I’m proud to announce that we’re now partners with the Heath brothers. I am trained, certified, and licensed to use Switch to help you and your teams achieve quick wins and to get more out of ODI.

The second breakthrough came from the emergence of new research methods that are changing the rules of the game. My work in automating the gathering of customer needs has led to a 4x reduction in the time it takes to identify customer needs in many markets. The emergence of do-it-yourself quantitative research tools further reduces the time it takes to get data back from the field while simultaneously reducing cost.

As a result, I’ve created Strategyn’s ODI + Switch Quick-Win Innovation Workshop. Think of the workshop as having a flexible ODI front end, in which we take advantage of the time-saving and cost-saving new research methods, with a Switch backend, which results in innovation concepts that are, by design, easier to implement organizationally and easier for customers to adopt because Switch’s ground-breaking change-management principles are taken into account.

Skeptics may object. It is often said that one month feels too short in duration to reveal actionable insight. As an innovation scholar and consultant I take objections like this seriously. So, I tried it for myself.

My friend and colleague, Zac Lyons, has a grandmother’s whose ability to live independently has suffered greatly in the past few years. Zac’s mother now assists her with most of the activities of daily living. Zac has observed the physical and emotional toll it takes on his mother and caregivers like her. We asked, “Is there something ODI can do to help them?” We didn’t have a lot of money or time to invest, but this was a case in which directional insight would be better than guessing.

As a starting point, we picked the market of “caregivers bathing an elderly family member or spouse.” Applying the new research methods, we were able to gather the needs in one week, create, deploy, and gather data from the field in two weeks, and analyze the results in one week. We discovered the top unmet need was, minimize the risk of falls. The problems that contribute to the risk of falls are many: failing eyesight, muscle weakness, slippery floors, and high tub walls (to name a few). These are tough innovation problems to solve, especially within a budget affordable to seniors living on a fixed income.

And yet, we found a bright spot – those who had installed and used adaptive features such as grab bars and transfer seats were better satisfied. Using Switch, we transformed a hard innovation problem (“How can we address the frailties of age or remodel the bathroom?”) into an easier innovation problem (“How can we get more people to adopt and use relatively inexpensive grab bars and transfer seats?”) It turns out that some elderly bathers resist adopting and using assistive features because it’s an admission of a loss of ability and a sign of old age. Others are willing to adopt these features but struggle to implement them. Both are behavioral innovation challenges – ones well suited to quick-wins through the application of the Switch framework.

Innovation teams used to think that they had to choose between conducting a full, comprehensive ODI study (with its commensurate time and cost), using an outdated innovation method, or worse – guessing (and guessing wrong). Now there’s a new option. Applying these new methods in engagements with Microsoft, Johnson & Johnson, TD Bank, Dun & Bradstreet, and Ingersoll Rand have proven effective.

Don’t get me wrong. This is not a replacement for a comprehensive ODI study. The Quick-Win Innovation Workshop is best used for early-phase learning or to spur new thinking when you need to improve a product or service in an existing market quickly and when the innovation challenge is not purely technical, but also requires behavioral change. Complex product categories such as smartphones, highly technical categories such as medical device, and difficult to contact audiences such as business decision makers still require the breadth and depth of insight provided by a comprehensive ODI study.

How would being able to quickly understand your customer’s needs change the way your team innovates? Our goal is to make ODI accessible in a way that matches appropriate research breadth, depth, and investment with your innovation need. If you’re interested in improving your skills at planning and executing change, please leave a comment or send me a note at eeskey@strategyn.com.

Measuring Innovation Success

I recently received an email from Chris, a former innovation management consultant, who challenged the results of Strategyn’s Track Record Study. You may recall that this study found that products and services launched using our Outcome-Driven Innovation methodology had an 86 percent success rate.

He criticized us, saying we failed to address issues such as “starting point, talent, industry dynamics and tons of other independent variables.” This led him to the following conclusion: “Clearly, ‘process’ is 90 percent of (your) equation. Seems horribly overstated. What about the myriad of other factors at play?”

Chris is right. The thesis behind our Outcome-Driven Innovation methodology is all about the process that companies use to determine which products and services to bring to market. Clearly, companies aren’t struggling with developing products. But they are struggling to put out the right products. That’s why the average product success rate is 17 percent.

By using Outcome-Driven Innovation, we help companies identify unmet customer needs and look for the greatest opportunities to meet those needs using our patented process. The reason our success rates are so high – 86 percent is unheard of in the industry – is that customer needs are identified before a product or service is ever introduced into the pipeline.

We don’t think companies need to revamp their product development or launching process. Companies do a great job of executing these elements of the innovation process. What they don’t do well is the upfront process – everything that happens before invention takes place.

In an hour-long conversation with Chris (he invited me to spar with him), we talked about many things. But I think the big stumbling block for many in the innovation field is: how do we measure innovation success?

At Strategyn, we measure success by how well our clients meet their customer’s needs by producing products and services that grow revenue, market share and deliver value. It’s not about how many products an organization launches, it’s about launching the right products. And when organizations feel that happens, that’s success.

I loved Chris’ final comment in his email to me. “Your piece,” he said, “was successful in being provocative and raising my blood pressure.”  When we hit a nerve and get to talk to someone about our innovation theory, they often come away convinced that this is a common sense approach. I can guarantee that Chris’ blood pressure is much lower after our conversation.

The Secret to Social Innovation

A recent Economist article, “Let’s hear those ideas,” discusses how governments – in countries such as the US and Britain – are looking to “social innovation” as a solution to solving today’s social ills. In the US, for example, the Obama Administration has instituted the Social Innovation Fund (SIF) that will make monetary contributions to non-profit organizations with missions to alleviate social challenges such as Jobs for the Future, Local Initiatives Support Corporation and National AIDS Fund.

That’s a good start. But one of the biggest challenges facing many Americans today is joblessness. Up until this point, government initiatives have seen some success in maintaining or saving jobs, but it has been ineffective in creating new jobs for working America.

When faced with limited resources, such as money, time and people, what can we do to make sure such social innovation efforts are a success? First, it can’t only be about generating ideas. It has to be about meeting the “customers’ needs.”  In my view, a few key areas can’t be ignored:

  1. Partnerships. Collaborate with universities, corporations, non-profits and government agencies to develop sustainable, long-term solutions that solve the problems of economic development, conservation, healthcare and education. In short, get with the right minds to develop true, workable solutions.
  2. Think Differently. Albert Einstein once defined insanity as “doing the same thing over and over again and expecting different results.”  Why then as a society do we do the same things over again and expect for it to yield a different outcome? In order to be successful, we must adopt a different method for social innovation.
  3. Learn from the Experts. Bring together the best and brightest minds in innovation to map out a short- and long-term plan for how we can tackle America’s most pressing social challenges.

How would you approach social innovation?

What to Do With All That Cash?

According to a recent New York Times article, companies are taking in record profits, up 42.2 percent on average. But they are also holding onto their cash like Scrooge. Shareholders are happy because they’re profiting. But without reinvestment, the economy can’t grow, workers remain unemployed, and innovation is stifled.

That’s not a sustainable strategy, nor a desirable one.  In the article, “Industries Find Surging Profits in Deeper Cuts,” the reporter notes that companies from Harley-Davidson to General Electric to Hasbro to Ford are cutting jobs to improve their profit margins.

In this same article, Ethan Harris, a chief economist at Bank of America Merrill Lynch, says, “As long as corporations are reinvesting, the economy can grow.” But that’s not happening. And that’s not good news for any of us.

To be sustainable long-term, companies have to invest in their futures. And this means investing in innovation, research and development, and market selection. If a company discovers the next big market, that drives growth, profitability and hiring.

Since the economic collapse, Americans have a natural distrust of large corporations.  Now is the time for corporate America to invest in growth and innovation. Long-term, that’s an approach that will reap rewards, create jobs and re-establish America as the world’s innovation center. Businesses need to operate with hope and commitment to the future. Right now, they are sending a message of retrenchment and fear (and some would say, greed). That is not going to instill confidence on Wall Street or among consumers.

With more than a 40 percent increase in profits, what else is corporate America going to do with all that cash?

Service Innovation: The Solution

The service industry dominates our economy and everyday life. According to economic census figures from 2007, more than 80 percent of the U.S. gross domestic product derives from service industries.[1] Similar statistics can be found in other developed countries as well.

Despite the significance of services, however, the topic of service innovation leaves many executives scratching their heads. As noted innovation expert Henry Chesbrough lamented just a few years ago: There is a “problem of innovation in services.” He says, “Without tangible products to prototype and focus on, how can we determine whether we’re designing what customers want?”[2]

Chesbrough is correct: there is a problem with service innovation. However, the problem does not lie in the intangible nature of services as he surmised. Rather, the problem lies in the undue focus on the intangible nature of services. Ironically, the problem of innovation in services is the undue focus on the service itself. When service is the focal point for service innovation, it leads to the misguided belief that a distinct innovation approach is required for intangible services versus tangible goods. Even more troublesome, an undue focus on service has caused service innovation to fall into the trap that has plagued product innovation for decades – capturing requirements on the solution rather than customer needs.

True service innovation begins with the recognition that services are solutions to customer needs. They are a means to an end, not an end in themselves. A patient doesn’t need a doctor, a physical exam, or a prescription. What he or she needs is a diagnosis and treatment for an illness. The emergence of the CVS Minute Clinic, WebMD and self diagnostics such as home pregnancy tests are witness to this fact.

So long as service innovation remains fixated on particular services, innovation will be constrained. Why? Because the focus will be on the means instead of the end. What is the point of improving a current service when you are still not sure what customers are trying to achieve? How likely are you to come up with entirely new service offerings when the anchor point is a current service?

Rather, the appropriate focal point for service innovation is the job the customer is trying to get done. Ultimately, a customer is hiring a product or service to help him or her get that job done.  We “hire” a nutrition plan to prepare healthy meals. We “hire” a search engine to locate information. We “hire” a real estate agent to buy or sell a home. A focus on the customer job means that customer value is not limited or determined by preconceived notions about the solution. Rather, customer value can be defined in a manner that guides improvements to current services and creates entirely new services.

Once the focus is placed on the customer job, the goal of innovation changes. The primary goal of service innovation is no longer to innovate service. Rather, the primary goal is to help customers get a specific job done better or to help them get more jobs done. It is only a secondary goal to provide an essentially intangible service to help customers in this way.

My new book on this topic contains numerous case studies and examples of how service innovation can benefit by looking at the jobs customers are trying to get done – and looking at ways to meet those needs.


[1] U.S. Census Bureau, 2007 Economic Census. Available at http://factfinder.census.gov/servlet/IBQTable?_bm=y&-geo_id=&-ds_name=EC0700CADV1&-_lang=en.

[2] Henry Chesbrough, “Toward a New Science of Services,” Harvard Business Review 83, no. 2 (February 2005), 43–44.

Do I Need an iPad?

I finally was able to make it into an Apple store this weekend and get my hands on the Apple iPad to see if all the buzz about the device was warranted.  As a follow-up to my post about the iPad, I’d like to make a prediction.  I do not believe that the device will sell nearly as well as all the analysts predict.

I say this despite the fact that it technically is great.  The screen resolution, responsiveness to the touch, and ease of use is really as good as people have been exhorting.  However, I cannot help but wonder what its positioning is in the mind of the customer.  In fact, as I stood in the Apple store playing with the iPad, a gentlemen came up to me and said, “Why do I need this?  Is it any better than what I have here?”  He was pointing to a MacBook he had tucked under his arm.  I responded by repeating some of the benefits I had heard, but ended the conversation thinking that perhaps he has a point.

As a precursor, the Wall Street Journal is reporting today that Palm is looking to sell itself.  Despite the fact that its new webOS has received very favorable reviews and hits on many of the unmet needs customers have while being mobile, the company has had a difficult time gaining sales.  I believe this is absolutely due to their lack of a valued position in the market.  RIM has unambiguously staked its claim for the BlackBerry as the device for mobile professionals who need to stay connected to the office and Apple has positioned the iPhone as the elegant, sophisticated multimedia and gaming hand-held.  Even Google has pushed Android as the open platform for the “techies.”  What comes to mind when consumers think of the Palm Pre/Pixi?  Not much. That is the problem.

Back to the iPad.  As long as it is positioned as another hand-held device rather than a replacement for the computer, I don’t think the masses will buy it in volumes.  Sure, the “innovators” and “early adopters” will get theirs.  However, I believe without a clear and credible point of distinction in the mind of the consumer, like Palm’s Pre/Pixi, this product will struggle, at least by Apple’s standards.  What do you think?

Research Methods vs. Customer Needs

A prospective client recently asked me why they should capture customer needs with ODI instead of observational (ethnographic) research. You may know that observational research is in vogue today in some of the most innovative companies. But that doesn’t mean it’s the best method for capturing customer inputs.

Many companies understand that they must capture customer needs before they can generate new product concepts that customers will value. But they don’t know what inputs to capture for innovation. Their enthusiasm for observational research is based, in part, on the false belief that customers have latent unarticulated needs. There is also a profound misunderstanding about what a customer need really is.

If you believe that customers have latent needs that cannot be articulated then, of course, observational research becomes paramount because it provides a way to discover unarticulated needs. But this well-entrenched belief – that customers have unarticulated needs – is simply not true. Customers cannot articulate solutions but they can articulate their needs once you understand what a need is and don’t confuse it with solutions.

For example, people often think they are proving that customers have unarticulated needs when they say something like: “No customer could have told you that they wanted an iPhone,” “No customer could have told you they wanted Post It Notes,” or “No customer could have told you they wanted a microwave oven.” And this sounds convincing if you don’t distinguish needs from solutions because – it is true – customers could never have articulated these solutions.

But they could have and they can articulate their needs. That is, customers could not have said that they wanted a microwave oven (the solution) but they could certainly have articulated the outcomes (needs) they want when they are preparing a meal. For instance, “I’d like to minimize the time it takes to cook the food, the time it takes to clean up after cook and the likelihood of overcooking a meal.”

Customers can say what jobs they want to get done and they can say how they intuitively measure the successful execution of these jobs – if you know what kind of needs you’re looking for. Once these needs are known, it’s up to the supplier to develop a good solution that addresses them.

The issue is not what research method to use to capture customer inputs (personal interviews, group interviews, observational research), but what kind of customer inputs to capture. Ethnographic (observational) researchers are just as guilty of capturing the wrong kind of inputs and confusing needs with solutions as researchers who conduct traditional focus groups.

Customer needs can be successfully captured through any number of different methods – personal interviews, group interviews, telephonic interviews, or observational research – if you know what kind of inputs to capture: desired outcomes. And if you don’t know what kind of inputs to capture, then you will inevitably capture a mish-mash of different kinds of inputs, some needs-oriented and some solution-oriented, that will significantly reduce the likelihood of success no matter what research method is used.