This post continues my series on lessons learned in my career, the ideas that influenced me, and the people who helped me along the way. This post is on the role of teams in developing and implementing innovation. Most of my career as a consultant over the past 40+ years has involved innovation in one way or another. That’s what originally drew me into consulting. But innovation is rarely the domain of individual contributors. Innovation is a team sport. The most interesting and exciting times in my career have been when I could participate in a team focused on some sort of innovation. These experiences included
I've been reading all your posts for the past month or two. They're interesting. But I'm wondering one thing:
How does this Z model of innovation get around the all too human factor of non compliance and resistance to change? As a counselor for the economically disadvantaged and those hard to serve, I have often seen stubbornness win out. In fact, people fear success at least as often as they fear failure, because success equals change, and people crave same-ness more than they crave change. Just wondering about that hard, cold factor.
Thanks, Tim. You bring up a good point. In my view, if there is resistance to change within the team itself, the team is unlikely to be successful. But if team members themselves embrace the change but there is resistance among others outside the team, then organizational change management is needed. That is often neglected. That is something that should be identified at the Refinement stage. That would be a subject for another post.
I've been reading all your posts for the past month or two. They're interesting. But I'm wondering one thing:
How does this Z model of innovation get around the all too human factor of non compliance and resistance to change? As a counselor for the economically disadvantaged and those hard to serve, I have often seen stubbornness win out. In fact, people fear success at least as often as they fear failure, because success equals change, and people crave same-ness more than they crave change. Just wondering about that hard, cold factor.
Thanks, Tim. You bring up a good point. In my view, if there is resistance to change within the team itself, the team is unlikely to be successful. But if team members themselves embrace the change but there is resistance among others outside the team, then organizational change management is needed. That is often neglected. That is something that should be identified at the Refinement stage. That would be a subject for another post.