Showing posts with label #Apple. Show all posts
Showing posts with label #Apple. Show all posts

Monday, 20 October 2014

Innovating for Tomorrow..

Can it really be done?




When talking about his views on innovation, Steve Jobs famously referenced Ice Hockey legend Wayne Gretzky when he said “There's an old Wayne Gretzky quote that I love. 'I skate to where the puck is going to be, not where it has been.' And we've always tried to do that at Apple. Since the very very beginning. And we always will.” There is no doubt that Steve Jobs was remarkably insightful in his vision for the future of Apple and through his vision, great products like the iPhone were born against the backdrop of great risks in their development which could have ended the giant corporation we know today.




So, is Steve Jobs part of small cadre of visionary leaders who can see where “the puck” is going to be, or is there a science and logic behind his mastery of innovation that everybody could use?

Firstly, when thinking innovation and where the ‘puck will be’, we need look at environmental risks in markets, what trends, etc. People tend to looks inwards, not outwards for their first and often most impacting source of information, which is ‘their gut”. Intuitive bias can be powerful if balanced against good environmental data analysis and an in-depth understanding of internal process, market/industry practices, wider environmental factors that impact the market place and how they all interact with each other. It is important to find this balance so one’s intuitive thoughts can be based on current facts, rather then assumptions reached through deductive reasoning based on past experience.

Armed with researched knowledge, an understanding of the company’s current operational state and the interacting markets one does business with, we should gain some tentative foresight of how the marketplace will act in the short to medium term assuming no product, industry or market disruption takes place. It is a good idea to map the elements from the top down out in a multi layered process flow map using time as the axis of advance, noting the relevant milestones and events that define the operating environment.

If ‘many hands make light work’, then ‘many minds make power a better look’. Try to bring in trusted and qualified business and technical experts to brainstorm new product concepts in a group setting with sharing/analysis of the above to give rise to an in-depth exploration of the newly created maps projecting a course and trajectory over the short to medium term through direct analysis and scenario planning.  It is however important to manage the group process and insert controls to keep the group input balanced and allow less dominant members to contribute meaningfully. After all, if all are chosen well, all should input positively for that reason. 


Outcomes from an analysis session should complete the map of the future where the industry(s) are evaluated in terms of course progression, how they would interact with a possible ‘X’ disrupter at product, product line and industry level along with how it would affect complementary product lines and industries? Also, what external interactions (regulatory, etc.) would take place and how it would map out as the axis of time progresses? It’s important to take a wide view using multiple scenarios ranking them in probability so opportunities via product innovation can be defined with an initial understanding of how feasible the market conditions will be to support such development. The follow on actions would be the starting point for project proposals in new product development based on this new and ranked foresight of actionable market wants and needs.



Its important to stress the above steps are very high level and great attention to detail is needed when exploring how and where the “puck” will be. The game of chess we call life has many unforeseen circumstances which we need to account for as best we can.  Whilst we can to a certain degree of accuracy map out where the puck will be with insightful and skilled colleagues collaborating in a high functioning and well-led group, we cannot replicate the savant like abilities of Steve Jobs who appeared to take the short cut to the same place innovating earlier, developing earlier and getting to market with products that delight customers to this very day. That said, process may not replicate the savant like brilliance of people like Steve Jobs, but it does a good job at replicating a close second in-terms of outputs, which I’m sure Steve Jobs would be proud of.



Sources/Credits:

Pics:







Credits:


Monday, 22 September 2014

Good leadership in Great Companies!

Life is too short for anything less..



Steve Jobs said about careers,  If you haven't found it yet, keep looking. Don't settle. As with all matters of the heart, you'll know when you find it. And, like any great relationship, it just gets better and better as the years roll on.”

So, with passion embraced, what makes a great leader and what happens when we are forced into dealing with a bad leader?

A great leader is someone who can envision a value creating future and translate it into a communicable vision that all can understand, see and feel!

When we hit a bump in our career, which maybe down to a bad leader, we should think about testing our formative opinions of the leader, is he or she truly bad? Here are some pointers to help reflect upon this pivotal topic when it happens in our lives.

The Trigger – What defined the opinion of the leader as bad? Was it a once off event, or was it reflective of a pattern of wrong doing on the leader’s part? Also, were there additional elements that are not related to the leader influencing your judgement??

Awareness – Assess your leaders awareness of your issues by addressing them with him or her. Does he or she look engaged and aware of the issues?? If not, was there any other situational issue that may explain the lack of engagement of awareness?

Culture – Is your leaders contentious behaviour in line with your company culture or in conflict with your company’s culture and business practices?


Personality – Is the leaders personality a primary issue in the bad behaviours where he or she is creating negative experiences for you? If so, is the behaviour in line with the company “norm”?

There is no substitute for a good leader and no real cure for a truly bad one! One needs to be very sure that the leader is indeed a poor one and thus not be attributing blame unfairly to him or her. However, if the leader is indeed bad after such reflection, then one could approach the issue along the following lines:

Evaluate Options. Could you use this situation to create a positive outcome through applying for an internal job vacancy or maybe a new job elsewhere?? If you want to stay in your role, is your bad leader approachable? Would it be constructive if HR were involved in the resolution of issues that are making you miserable?

One2One. If one decides to stay in a role, a one2one is advised focusing on contentious behaviours. It’s important to give the leader a chance to change, as they might not be aware of the impact of their behaviour.

Find another job. If the leader is so out of line in your view and the company is not really going to fix it, then separate yourself from the company. Life is too short!

Steve Jobs was heralded as a great leader yet fell foul of so many co-workers due to his caustic attitude with staff, so why would so many professionals stay with Apple considering the downside to his leadership approach? What did he do right as a leader?

Company Culture – The culture was built on the pursuit of excellence, which was the result of visionaries like Steve Jobs and the ‘brain trust’ at Apple. The culture of customer centric quality, the pursuit of excellence through intellect and the ability to share vision reflected the very essence of the founders, which engages every employee that aspires to the same qualities.
Engagement – When the ability to positively impact the world around you comes in a job offer, the memorable legacy of success and achievements at Apple under Steve Jobs leadership sets staff up with a tech folk hero as much as a leader to follow. His credibility despite his caustic attitude was based on real visionary accomplishment and as a great transformational leader; Steve Jobs left a much larger impact on team members then his peers.

Leadership Vision – One of Steve Job’s great skills was the sharing of vision, he insisted on making Apple products intuitively simple to use for the man on the street; sharing this vision very clearly and thoughtfully with his team and the wider company. Staff felt secure in the fact that their respected leader had a clear path envisioned ahead for them to follow offering security and prosperity for all along the way.

Achievement Potential – Steve Jobs had a keen knack for spotting potential in staff and pushing them to succeed despite themselves. His relentless pursuit of excellence was often seen in his caustic attitude and those whom identified with the “tough love” approach succeeded under his leadership.




There is no doubt that people leave bad managers, not companies! Try to find the match between you, your manager and your company. If you don’t like what you see, don’t hold a grudge and don’t burn any bridges. Get another job where you are getting what you need from your job and your manager to be happy!




Source/Credits:

Pics:








Credits: