The future is hard to predict and a lot of “experts” regularly get it wrong. However, there are some facts so important and trends so inevitable that leaders would be ill-advised to ignore and not try to anticipate. Here are three of many future megatrends that will not necessarily determine what will happen, but will most likely have a big impact on everybody’s business in the coming years to decades.
This is one of the only indicators that cannot lie about the future: Tomorrow, we will all be older than we are today!
Some of the major changing tides of demography may have important political, economic, and potentially military consequences. For example: what are the implications of Russia having a life expectancy of 59 versus 61 for Bangladesh?
“Infrastructure will need to be redone and rethought, creating a lot of openings for building and technology innovators.”
Looking to another part of the world, a number of analysts are betting that China, the most populous country on the planet, will take up some demographic slack and be the growth engine of the future. I wouldn’t be so sure about that. While today’s generation may be relatively prosperous, the country’s one child policy is beginning to take its toll; smaller numbers of the next generation will have to support a much more massive pool of aging citizens just like in the so-called developed countries.
Here is not the end. Read full Blog here>> Three Megatrends that will Affect Everybody’s Business
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In this IM Channel One webinar authors Jamie Notter and Maddie Grant share research from their latest book, When Millennials Take Over: Preparing for the Ridiculously Optimistic Future of Business, which identifies the four key capacities that must be developed inside organizations in order to successfully engage employees in the innovation process.
By choosing to be digital, clear, fluid, and fast, organizations achieve greater productivity and more frequent innovation. Understanding why this matters to all generations is central to building a culture that meets these expectations.
Read full Article here>> Four Key Capacities to Successfully Engage Employees in the Innovation Process.
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The way we develop as children can greatly impact the way in which we conduct ourselves as adults. Our early experiences and discoveries have a significant influence on the growth of various personality traits, such as leadership, the ability to work as part of a team and communication, which can have a big impact on our professional lives.
In certain situations, perhaps if we’re struggling with a particular aspect of our job, it can be worth adopting the same sort of approaches we did when we were children. It can show us a new, potentially better way of doing our jobs and have a real impact on our professional lives and, as a knock-on, the growth of our businesses.
Our imagination knows no limits when we’re children – whether it’s something as simple as imagining that the floor is actually red-hot lava or a fully imagined re-enactment of battles from Peter Pan or Robin Hood, we can imagine anything, exercising our creativity and having fun at the same time.
Although you might not be in the sort of job that requires you to be overly creative on a regular basis, even the most repetitive tasks can be made more fun and improved in terms of their effectiveness when you use your imagination.
While you might not remember it, your parents probably have a few well-worn anecdotes about the time you innocently told Grandma that you thought her new shoes were really ugly, or the time you told your little brother Father Christmas didn’t exist and made him cry.
To read full blog visit >> Taking a Leaf Out of Your Childhood in Your Professional Life
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When new ideas are voiced in your company is the typical response ‘yes but…’? If so, you’re really saying ‘No’ and closing the door on new ideas and open-minded employees. Paul Sloane says we could all learn a lesson from Amazon CEO Jeff Bezos by implementing the Institutional Yes.
One of the exercises on my Creative Leadership workshop runs like this. People in pairs have short conversations. In the first conversation one person makes a suggestion for something new that could be done for customers (say). The second person replies with an objection. They start their sentence, ‘Yes but….’ The first person then rebuts the objection with another sentence starting.
The results are instructive. Typically the first conversation spirals down into an argument with no agreement. In real life the more powerful person would usually win.
“When we say, ‘Yes but….’ we are really saying, ‘No.”
The typical responses to a creative suggestion might be:
- Yes but it would cost too much.
- Yes but the boss would never agree to that.
- Yes but we are too busy right now.
- Yes but we tried something similar last year and it did not work.
Read full Article Here>> Try Using the Institutional Yes
Also Read about Online Learning Training Programs at Innovation Management.
It’s follow my leader time for the world’s stock markets. Concerns over the state of the Chinese economy have seen markets plunge into freefall, only for some to bounce upwards again a few hours later. At the time of writing, markets are still in flux with analysts divided on the eventual outcome.
The impartial observer may wonder why the sudden panic, why when statistics and warning signs have pointed to areas of concern for a period of time the markets have suddenly moved from apparent inactivity to violent action. This is not a new phenomenon, nor is it confined to the world stock markets. In fact, the history of business could easily be written in terms of a giant game of follow my leader.
What’s right for you?
The fact is that like so much else in life different ideas work for different organisations. And whilst the principal may be sound and may be entirely appropriate at a headline level, it is how leaders shape the basic idea to work for their organisation that makes the difference between boosting business success and yet another change failure.
“Innovation is not a one size fits all solution. “
The innovation roadmap
One of the best ways to make sure that you are creating a solution which is right for your organisation, rather than simply a copy of someone else’s idea, is to take time at the outset to really understand where your business currently stands. This innovation cultural assessment should employ a mix of qualitative and quantitative assessments which are designed to enable the leadership to not only understand the current level of innovation maturity but also to gauge areas such as employee engagement.
To read full blog about Follow the Crowd or Create the Marketplace visit Innovation Management