Social Media and Agility: Is there a Link?

September 1st, 2009

Can Social Media (SM) be used to gain greater Business Agility? Can SM significantly contribute to more Agile Innovation or Development cycles? Potentially. Let’s see how Agility objectives and SM capabilities line up.

Agility Schmagility … What are we really talking about here?

What’s the ultimate “Agile Goal”? Often the goal is expressed as “shortest time to value.” I boil it down a little further—the ultimate goal is to maximize the amount of output per quantity of input. Agility is about minimizing wasted time, wasted resources, and unnecessary drag.

There’s a lot of hubbub about Agility. But below the noise, there are few bottom line “Agile Capabilities” that significantly contribute to this ultimate “Agile Goal”:

1. One core “Agile Capability” is rapid course correction. Of course, the less the course has to be corrected, the smaller the quantity of work that will be wasted. What this means is that you really want to be on an as-close-to-ideal-as-possible course initially, and then have relatively subtle course adjustments. If your course corrections are equivalent to hard turns, then you will have more time and effort wasted as you wildly zigzag back and forth.

2. A second core “Agile Capability” is efficient testing or vetting of assumptions, models, or prototypes. When you truly are in “uncharted waters” there may not be any knowledge or experience to draw upon. In this case you need to be able to quickly and frequently vet your course with a decent-sized group.

There are other core “Agile Capabilities,” but let’s stop the list there for the time being, and look at how SM might contribute.

What Role can SM Play?

Rapid Course Correction:

It’s easy to look at your small internal team, and say “hey, we can change course quickly.” But for setting an as-close-to-ideal-as-possible course initially, and then having each subsequent course correction be optimal, there is no substitute for tapping a broad base of knowledge and experience. SM has made a broader base of knowledge and experience readily, quickly, and inexpensively available than ever before. If used wisely, this can save you a phenomenal amount of wasted time, effort, and money.

In a SM context we often talk about crowd-sourcing — frequently focusing on the co-creation of content. In this case we’re talking about something a little different. To avoid confusion, let’s call is “crowd-inquiring.” You’re looking for knowledge and expertise that you solicit piecemeal and then synthesize to meet your internal requirements. It’s not the same kind of exercise as crowd-sourcing finished or nearly-finished content.

Crowd-Inquiring Example:

If you post a really complex question on LinkedIn Q&A, leading domain experts from around the world will scramble over each other to provide the best answer. It’s a win-win. They get the exposure of demonstrating their expertise in a public forum, and you benefit from a pool of expert advice.

Efficient Testing or Vetting:

Putting together in-person focus groups has always been costly, cumbersome and error prone. The person who has the free time to  participate in a focus group may not be the person you’d ideally like to target with the product or service that you’re developing. We need lightweight and inexpensive methodologies that allow us to get feedback from a group that is large enough so that our findings are statistically valid.

SM can provide the channels through which this kind of lightweight, inexpensive, and adequate-scale vetting can take place. Once again, this is a little different that conventional crowd-sourcing. Let’s call it “crowd-vetting.”

In the Crowd-Inquiring Example we discussed how the responding experts were “compensated” for their contributions. For crowd-vetting to be sustainable there also needs to be some value for the participants. This can simply be belonging to a community, having earlier access to information and offerings, or getting discounts or exclusive offers.

Crowd-Vetting Example:

Your company develops mobile accessories targeted at young consumers. You set up a private Facebook “Insiders” group and send invitations to age-group-filtered customers in three major urban markets. In exchange for feedback, you provide invitations to sponsored events, and early product information. Your cost of feedback is cut by 75% versus focus groups for each product cycle, despite the fact that your sample set and sample rate is 20 times higher.

What Else?

Crowd-inquiring and crowd-vetting are just two ways that SM can contribute to the Agility equation. Which other Agile capabilities are supported by SM? Which SM channels should we leverage in order to minimize wasted time and effort, and to reach our goals as quickly as possible?

1 September 2009, Julian Keith Loren, Paris

Multi-Disciplinary Collaboration Beyond Ideation

January 29th, 2009

A management consulting professional in Buenos Aires was advocating the creation of new disciplines within the innovation cycle. He insisted that “People tend to unleash [their] full potential in [a single] discipline.” I thought this reply might be interesting to our Innovation Management Institute community.

[Response starts here]

Don’t you think that strong disciplinary distinctions hamper innovation?

Are you familiar with “design thinking” (Tim Brown of IDEO) and the new Stanford d.school ( http://www.stanford.edu/group/dschool/ )? Basically the idea is you get a bunch of bright people from a variety of disciplines, put them together in a room, add a gifted ideation facilitator, and you’re going to get some novel ideas. Works like a charm. I’ve been doing for years (long before anyone had the decency to give it a snazzy name).

So that’s a good starting point.

Now, please allow me to add a few observations from 15 years in the innovation trenches (with fleeting moments in innovation playgrounds [a concept that the consultant had introduced]):

1. The best innovators are themselves multi-disciplinary. They usually don’t fit into any nice disciplinary “compartments” which tends to be reflected in their rather colorful and esoteric academic histories and career paths.

2. Many of the disciplines in an organization were defined based on operational paradigms or modeled on work divisions that made sense in manufacturing. Why is that problematic? Operational mandates are typically “reliability” and “stability.” Innovation mandates are “change” and “differentiation.” The disciplinary boundaries that make sense for operational roles can be very detrimental to innovation initiatives–projects that require higher levels of collaboration and iterative cross-disciplinary problem-solving. I have seen many mission-critical innovation initiatives seriously threatened or even killed by operationally-modeled discipline boundaries and discipline-to-discipline “hand-offs.”

3. Ideas aren’t really the problem anyway–everybody from Doug Hall to BCG agrees with me on this one. There are many great techniques for coming up with heaping piles of brilliant ideas. The real issues are:

A. How do you sort through those ideas?

B. If you figure out some system for determining which ideas to invest in, then how do you drive successful realization 90+% of the time?

C. If you figure out how to have a high rate of success in turning ideas into innovations, then how do you drive broad and long-term adoption of those innovations?

I’m distilling the answers to those questions into an intensive 1-day workshop. The first one will be in San Francisco on March 3. Here’s the outline: http://www.slideshare.net/jkloren/mission-innovation-success-workshop-presentation

Breaking down traditional disciplinary boundaries is a small but important part of answering the three questions above related to innovation effectiveness (3.A., 3.B., and 3.C.). If you want high rates of success, I have found that multi-disciplinary collaboration is important throughout the entire innovation cycle.

[Response ends here]

What do you think?

Which Innovation Management Topics Interest You?

January 6th, 2009

Innovation Management is complex. Significantly increasing the rates of successfully realization and broad & long-term adoption of valuable innovations is a tall order. Innovation Managers need tools and training to stimulate collaboration and creativity, to nurture culture, to increase effectiveness, and to ward off rigid operational processes and old organizational habits that add unnecessary risk to the innovation cycle.

At the Innovation Management Institute, our mission is to dramatically improve Innovation Effectiveness. How can we best be of service to you? Which areas of your Innovation Management practice are of most interest to you? 

We have a select group of Innovation Management experts who have prepared presentations on Innovation Culture, Organizational Optimization to Maximize Innovation Effectiveness, Innovation Management Strategy, Full Innovation Life Cycle Practices, and other topics. Please, let us know if any of these topics are of interest to you, or if there are other topics that you feel would be of particularly value to you and to your organization.