Category Archives: Learning

  • 06
    Dec 21
  • 0

Is Digital Transformation Missing the Real Opportunity?

Category:Emotions,Fear,Institutional Innovation,Learning,Opportunity,Passion,Strategy

Everyone is talking about digital transformation these days, but I have to confess that I am a bit of a contrarian on this topic. I’ve spoken a lot about this in recent years, but the catalyst for writing this post was a session on digital transformation at a conference that I just attended.

I work with a lot of large companies around the world and I can guarantee that virtually every large company now has a “digital transformation” program. When I press executives for details about the program, I invariably find out that the focus of the program is to apply digital technology to do what the company has always done faster and cheaper, but the business and the company remain largely the same.

Is that really “transformation”? Definitions differ, but I use the metaphor of the caterpillar and the butterfly in assessing whether transformation is really occurring. If we’re just applying digital technology to help the caterpillar to walk faster, that may be helpful to the caterpillar, but please don’t call it “transformation” unless the result is a butterfly that would be unrecognizable relative to the caterpillar. In my experience, digital transformation programs are just helping caterpillars to walk faster.

Why does this matter? It matters, because in a rapidly changing world going through a “Big Shift,” there are exponentially expanding opportunities that can only be effectively addressed if companies and other institutions are prepared to undertake true transformation, asking the most basic questions of all: What business should we really be in? How can we expand our ability to deliver more and more value to our stakeholders? How can we motivate ourselves to take more risk?

Let’s look at three levels of transformation:

  • Pursuing fundamentally different business opportunities
  • Crafting fundamentally different institutional models
  • Cultivating fundamentally different emotional drivers

Pursuing fundamentally different business opportunities

In a rapidly changing world, there’s a strong temptation to shrink time horizons and just focus on the business we have. The paradox is that this Big Shift world is creating exponentially expanding opportunities – we can create far more value with far less resources and far more quickly than ever before.

To see these opportunities, we need to be able to look ahead, far ahead, and anticipate significant  emerging unmet needs that we could address. This requires a very different approach to strategy – a zoom out/zoom in approach to strategy, something that I have written about extensively, including here and here.

Zooming out requires us to look ahead 10 – 20 years and focus on trends that are reasonably predictable and that will give rise to opportunities far larger than anything we have addressed in the past. If we look ahead 10 – 20 years and believe we are still going to be in the same business that we are today, we don’t understand exponential change. It forces us out of our comfort zone to imagine becoming a fundamentally different business from the one we are today. We begin to see the butterfly.

As just one example of how different our businesses will become, I urge you to consider Unbundling the Corporation, a perspective that I first wrote about a couple of decades ago. We need to challenge ourselves to see how fundamentally businesses are changing and the opportunities that these changes create.

As a side note (worthy of an additional blog post), the best way to pursue this form of business transformation is by scaling the edge.

Crafting fundamentally different institutional models

As we look ahead and begin to see the magnitude of the opportunities that are emerging, we will begin to realize that our current institutional models are ill-equipped to help us on the journey to addressing those opportunities – in fact, they are becoming significant barriers.

What do I mean? I’m going to generalize, but over the past century, all large institutions around the world have embraced an institutional model that I describe as “scalable efficiency.” In that institutional model, the key to success is to become more and more efficient at scale, and the way to become more efficient is to tightly specify and highly standardize all activities in the institution so that they are done in the same efficient way everywhere.

Large and very successful institutions have emerged around the world using this institutional model. The challenge is that in a rapidly changing world this approach to efficiency is becoming less and less efficient. It also misses the key requirement for success in the future: scaling and accelerating learning.

To address the opportunities in the future, we will need to embrace a very different institutional model: scalable learning. I have written about this need for institutional innovation here.

And, let me be clear – when I talk about scalable learning, I’m not talking about learning in the form of training programs that focus on sharing existing knowledge. In a rapidly changing world, the most powerful and necessary form of learning is learning in the form of creating new knowledge. That doesn’t occur in training rooms, but requires all workers to learn through action in the workplace. It also requires coming together into impact groups and orchestrating larger and larger ecosystems of participants from many different backgrounds to learn faster together.

Scalable learning can help expand our focus beyond efficiency – doing the same things faster and cheaper – to see the potential to learn how to deliver far more value as well. When we unleash scalable learning, we have the potential to deliver exponentially expanding value to our customers and other stakeholders. We are constantly finding new ways to deliver more value in a rapidly changing world. Scalable learning can also accelerate our progress towards addressing the fundamentally different business opportunity that we see in the future.

Pursuing this kind of scalable learning requires us to re-think and redesign all aspects of how we organize and operate in our institutions. It requires us to explore what is needed to become a butterfly.

Rather than trying to transform the core of our existing institution, we will be much more likely to succeed if we scale the edge, viewing the edge as the cocoon that will give birth to the butterfly.

Cultivating fundamentally different emotional drivers

Transforming into a butterfly can be very scary. As I discuss in my new book, The Journey Beyond Fear, more and more people around the world are consumed by fear, given the mounting performance pressure that is being generated by the Big Shift in our global economy. While understandable, the emotion of fear can also be very limiting.

In this context, fear can increase our resistance to change. We simply want to hold on to what we have and continue to do what has made us successful in the past.

If we’re going to make the transformation journey, we need to add another level of transformation – emotional transformation. We need to find ways to cultivate emotions that will help us to move beyond our fear and achieve impact that is far more meaningful to us.

In this context, I believe the emotion that can help all of us to pursue the transformation we need is the passion of the explorer. It’s a very specific form of passion that I discovered when researching environments where sustained extreme performance improvement had been achieved. I have written about it extensively, including here and here. The passion of the explorer is a fundamentally different emotion from fear.

I believe we all have the potential to draw out the passion of the explorer within us – it’s not just something that is limited to the gifted few. The challenge is that we live and work in environments that are deeply suspicious of this form of passion and actively seek to suppress it. The good news is that the two other levels of transformation – business opportunities and institutional models – will help to foster environments that will help to draw out the passion of the explorer.

But if we’re serious about pursuing transformation, we need to find ways to draw out this emotion, even in environments that are still seeking to suppress it. External transformation will not succeed without internal transformation. We need to move on both fronts.

Bottom line

Pursuing genuine transformation requires evolving from the caterpillar into the butterfly. It can be hugely rewarding because it positions us to address the exponentially expanding opportunities that are created by the Big Shift. Of course, digital technology can play a significant role in helping us to address those opportunities, but the key is to focus the application of digital technology on true transformation.

But genuine transformation isn’t just an opportunity – it’s an imperative. In the Big Shift world, those who hold on to what made them successful in the past – or who simply focus on doing the same things faster and cheaper – will be increasingly marginalized. Transformation is an imperative.

Three levels of transformation need to be pursued in parallel, but we need to understand that emotional transformation is ultimately the foundation that will enable us to successfully pursue the other two levels of transformation. If we can find ways to move beyond our fear, we will soon discover the butterfly that is waiting to emerge from the cocoon and venture out to amazing new areas that have never been explored. And we will see that digital transformation is designed to limit us to the lives of caterpillars.

  • 14
    Jun 21
  • 1

The Journey Beyond Our Edge

Category:Collaboration,Edges,Emotions,Exploration,Fear,Learning,Opportunity,Passion,Potential,Workgroups

Over the past four weeks, I’ve posted a series of blog entries providing an overview of the key themes in my new book, The Journey Beyond Fear. In this blog post, I want to focus on the journey ahead.

My book focuses on the fear that has been spreading around the world for years (it’s certainly not just the result of the current pandemic). While the emotion is understandable (we live in a world of mounting performance pressure), it’s also very limiting. My key goal in the book is to share lessons about the journey beyond fear that I’ve learned in my personal journey as well as from research that I’ve been pursuing for decades.

But, now what? My hope is that the book will help us to acknowledge our own fears and then see that we do have the ability to move beyond fear and cultivate emotions that will help us to achieve much more meaningful impact. I don’t want to suggest that this journey will be easy – it’s very challenging and there are many obstacles and barriers we’re going to confront along the way.

That’s why I suspect that reading my book will not be enough to make the journey. Hopefully, it will be a catalyst to help us see the potential of the journey and motivate us to get started on the journey.

Beyond the book

I want to do more than write a book to help others on the journey. My goal is to offer programs and services that will bring people together around a shared desire to make the journey beyond fear.

Some of the programs will be targeted to help individuals, but some of the programs will also be targeted to leaders of organizations, communities and movements who are seeking to move their participants beyond fear. As I indicate in my book, we as individuals will make much slower progress on this journey if we are living and working in environments that feed the fear, so my intent is to help individuals to evolve while at the same time helping to evolve our environments so we are supported and encouraged on our journey.

On both fronts (individuals and environments), the programs will not just be standalone events. They will be woven together so that individuals and leaders can continue to be supported throughout their journey.

A key objective will be to bring people together into small groups of 3-15 people who can both challenge and support each other on their journey. I call these groups “impact groups” – they’re not just discussion groups, they’re committed to acting, achieving impact and learning through action. Programs would help people to see the importance of these impact groups and help them to form an impact group. Then there would be coaching services to support the impact groups and programs tailored to impact groups.

Another objective (and they’re all related) will be to help people find and nurture their passion of the explorer. As people find their passion of the explorer and come together with others who share their passion, they’ll be driven to increase their impact in the domain that excites them. They’ll discover that this is a journey without end, because they’ll soon realize that, no matter how much impact they have already achieved, there is so much more impact to be achieved.

That leads to another objective: to help deploy and scale learning platforms where impact groups can gather and accelerate their learning and their impact. Impact groups will be pursuing a diverse set of opportunities on this platform, driven by the passion of the explorer that is finally manifesting within them. Impact groups pursuing the same opportunity will come together into broader and broader networks, helping them to scale their impact.  But there will also be growing interaction across these networks as participants discover that many of the opportunities they are pursuing are related and that the approaches being used to address one opportunity can also be applied to address other opportunities.

And then, of course, it can become even more complex as I seek to build relationships with other organizations and movements that share a common goal to help us move beyond fear and achieve impact that is more meaningful to all of us. We will hopefully see networks within networks and networks across networks blossom over time as people see the value of coming together in the journey beyond fear.

Exploring the edge

I don’t have a detailed roadmap or blueprint of what all of this will look like as it emerges and evolves. In classic zoom out/zoom in fashion, I’m focusing on framing the long-term opportunity to support people on the journey beyond fear and some of the early programs that can be offered to get the journey started.

I’m heading beyond the edge and that certainly brings out some fear as I explore terrain that’s never been explored before. But I’m so excited about the opportunity to build a platform that can bring more and more people together in their journey beyond fear that I am eagerly moving forward, in spite of the fear.

Bottom line

I need all the help that I can get in making this journey. I’m wide open to suggestions and ideas for developing and delivering programs that can help people to make the journey beyond fear. I’m also looking for ideas on how to build awareness of these programs and the opportunity they address. Of course, my hope is that many people will read my book and that it will pull them to these programs, but how do I pull people to read my book? There are so many things competing for our attention that it’s challenging to rise above the noise. Please message me if you want to help and have some ideas and suggestions on how to get started.

Let’s overcome our fear and venture out onto the edge together so that we can craft a platform that will help a growing number of people to achieve more and more of their potential!

  • 07
    Jun 21
  • 5

Cultivating Emotions Through Learning Platforms

Category:Collaboration,Community,Connections,Emotions,Exploration,Fear,Growth,Learning,Small moves,Workgroups

My new book, The Journey Beyond Fear, covers a lot of ground, but perhaps the most speculative and also the most promising involves the untapped opportunity to deploy and participate in learning platforms. Learning platforms are very different from the platforms everyone talks about today and they  can play a key role in the journey beyond fear.

What are learning platforms?

Most of the platforms we know and talk about today fall into two categories: aggregation platforms and social platforms. Aggregation platforms focus on supporting two-party transactions. It could be buying and selling products and services (retail platforms) or accessing data (database platforms). These are all about facilitating short-term transactions.

Social platforms are focused on helping us to connect with and maintain relationships with family, friends and acquaintances. These platforms support long-term relationships across an increasingly complex web of participants.

Learning platforms are very different. I should clarify that when I talk about learning here, I am not talking about learning in the form of sharing existing knowledge. There are lots of platforms that provide access to a growing array of online courses and lectures – that’s all about sharing existing knowledge. These platforms fall into my category of aggregation platforms – they facilitate short-term transactions by connecting individuals with courses that might be of interest to them.

The learning platforms I’m excited about, involve learning in the form of creating new knowledge. This kind of knowledge can’t be created in a classroom or lecture hall. It is created through action – testing out new ideas and approaches, seeing what kind of impact they achieve and then evolving the ideas and approaches to generate even more impact.

I also suggest that creating significant new knowledge requires us to come together into small groups – something that I call “impact groups” ( a lot more on these in my book). No matter how smart and talented we might be as individuals, my experience suggests we will learn a lot faster and generate a lot more impact when we come together into small groups.

These groups are by necessity small – I suggest that they typically include between 3-15 participants, no more. These groups can learn a lot on their own, but they will learn even faster and generate more impact when they can connect with a growing number of other small groups in broader networks.

That’s what learning platforms are all about. Helping small groups to come together and create new knowledge by learning through action and reflecting on impact and connecting these small groups into growing networks.

Why learning platforms matter

So, why are learning platforms so important? Well, it starts with the Big Shift. As I’ve written about before, we are in the early stages of a profound transformation of our global economy and society shaped by a variety of long-term forces.

One key element of the Big Shift is the accelerating pace of change. As change accelerates, our existing knowledge becomes obsolete at a more and more rapid rate. This increases our need to learn in the form of creating new knowledge.

But it’s not just a need, it’s an opportunity. We can create far more impact that is meaningful to us when we learn faster. As I discuss in my book, those of us who have discovered our passion of the explorer are driven to learn faster because we are excited about the opportunity to have more and more impact in domains that matter to us. People pursuing this passion tend to come together into impact groups to help each other to learn faster and have more impact.

But their ability to learn faster is hampered by the absence of well-developed learning platforms. In some cases, they’ve cobbled together platforms that can help to connect their impact groups. In this context, I discuss the efforts of big wave surfers to connect through a variety of media and means to learn from others beyond those in their local surf break.

So, as we make the journey beyond fear and draw out the passion of the explorer that’s waiting to be discovered in all of us, we’ll feel an increasing need to participate in learning platforms so that we can scale our learning and impact. We’ll see a very exciting opportunity. That opportunity is to unleash network effects in our learning activity. The more connected we become in our shared quest for learning, the faster we will all learn. And it won’t just be a linear increase in learning – it will go exponential. Why would we ever pass up that opportunity?

But there’s more. Learning platforms can help to strengthen the emotions that will help all of us to move beyond fear. Even if we’ve found our passion of the explorer, participating in a learning platform with others who share our passion will deepen and strengthen that passion. That’s especially important in these times when most of the environments we live and work in are deeply suspicious of the passion of the explorer and actively seek to crush it. We need to seek out the support of others and offer them support in return.

And if we haven’t yet found our passion of the explorer, learning platforms can help us to find it and draw it out by presenting inspiring opportunities and making it easier to connect with others who are also inspired by those opportunities and wanting to learn through action. The more impact that can be achieved through acting together, the more energizing those opportunities become and many will develop a passion to pursue those opportunities.

Design elements of learning platforms

So, what do learning platforms look like? I go into much more depth on this in my new book, but I will give you a high level view so that you can see how different these are from the platforms that dominate our lives today.

First, the primary design goal of the platform is to help participants learn faster by acting together and receiving rapid feedback on the impact they are achieving. The core unit of the learning platform is the shared workspace that each impact group can use to determine what actions they are going to take and what impact they are seeking to achieve. These shared workspaces protect the privacy of the group participants as they come together to challenge and support each other.

But then there are broader discussion forums where participants from different impact groups can come together and ask questions about challenges they are facing and draw on the diverse experiences of a much broader range of participants. These discussions are archived and can be easily searched to see if earlier discussions might provide insight into a current challenge.

The platform would also provide directories so that participants can quickly and easily find other participants who might help them in addressing their questions. Reputation profiles based on the demonstrated ability to address challenges  would help in connecting the right people.

These learning platforms will be designed to provide rich and real-time feedback loops so that participants can quickly assess the impact that they are achieving. A key question for all participants will be to identify the metrics that matter as they embark on their quest to have more impact.

Why have learning platforms not yet been developed?

Platforms emerge in response to felt need. In a world dominated by fear, we seek platforms that can help us execute short-term transactions or build networks of relationships that help to reassure us that we are worthy of attention.

Very few people have found and cultivated their passion of the explorer where they are inspired by long-term opportunities to have more impact and where they are driven to learn faster together. And our institutions and communities have not yet embraced the need to learn faster by creating new knowledge.

But that’s all going to change. As many of you know, I am a strong proponent of “small moves, smartly made that can set big things in motion.” I believe there are enough of us with the passion to learn faster together and that we can start building platforms or evolving some existing platforms to address this unmet need. As other people begin to see what can be accomplished on these platforms, they will be drawn to them and find their passion of the explorer beginning to surface. It won’t happen overnight, but I believe learning platforms will begin to play a significant role in all aspects of our work and lives.

Bottom line

As my new book suggests, we all have the need and opportunity to embark on the journey beyond fear. We won’t eliminate fear, it will still be with us, but we can cultivate emotions like hope and excitement that will motivate us to move forward in spite of fear to achieve impact that is much more meaningful to us. As we cultivate those emotions, we will begin to discover the passion of the explorer that is patiently waiting within all of us. Learning platforms can help us to come together and achieve exponential impact. As that impact begins to become apparent, it will motivate more and more of us to make the journey beyond fear and venture onto these learning platforms. A virtuous cycle will be unleashed that will become unstoppable. Our journey will venture into terrain that has yet to be explored and we’ll achieve more and more of the potential that is within all of us.

  • 31
    May 21
  • 0

From Fear to Passion

Category:Collaboration,Connections,Emotions,Exploration,Fear,Growth,Learning,Movements,Narratives,Opportunity,Passion,Workgroups

My new book, The Journey Beyond Fear, was published last week! It suggests that a very specific form of passion can help all of us in overcoming fear. Passion draws out excitement and motivates us to act in spite of fear to achieve more impact that’s truly meaningful to us. But most of us have not yet found our passion and many of us have given up looking for it, because we live in environments that are hostile to passion. We need to change that.

Passion of the explorer

Passion is one of those words with an infinite number of meanings. My book focuses on the passion of the explorer – an insight that emerged from research into environments where we see sustained extreme performance improvement. Despite the diversity of those environments, all the participants had this specific form of passion.

The passion of the explorer has three components. First, people who have this form of passion have made a long-term commitment to a specific domain – it could be anything from gardening to sales. They’re not just committed to being in the domain, they’re committed to achieving an increasing impact in that domain over time.

The second component of the passion of the explorer is a questing disposition. People with this passion are excited when confronted with an unexpected challenge. In fact, they’re constantly seeking new challenges as a way to achieve increasing impact.

The third component of the passion of the explorer is a connecting disposition. When confronted with new challenges, the first reaction of people with this form of passion is to seek out others who can help them get to a better answer faster. They are extremely well connected with others.

Why it matters

We live in a world of mounting performance pressure. That world generates fear within more and more people. While understandable, that fear is very limiting. We need to cultivate emotions like hope and excitement that will help us to move forward in spite of our fear so that we can achieve the impact that is most meaningful to us.

The passion of the explorer generates excitement, not just in the moment, but over a lifetime. That excitement cannot be under-estimated. It turns pressure into opportunity that we pursue to achieve more of our potential.

This passion also cultivates a learning or growth mindset. No matter how much they have accomplished, people with this passion are eagerly seeking to find ways to achieve even more impact. They are never complacent or satisfied with the knowledge they already have – they are always wanting to learn more.

Equally importantly, the passion of the explorer drives each person to connect with others, not just in a transactional, exchanging business cards kind of way, but in a way that builds deep, trust-based relationships because they are very willing to express vulnerability. No matter how smart or talented any individual is, they will learn a lot more and achieve much more impact if they can find ways to build this kind of deep relationships with others. It will also help them to overcome their fears, because they are connected with others who share their passion and who will energize and support them through the most challenging of times.

Push back on passion

I often receive a lot of push back from people regarding passion. They say to me that some people are capable of passion, but most of us just want to be told what to do and have the security of a paycheck.

I resist that push back. I believe that we all, as humans, have the potential to find and pursue our passion. While relatively few children have found their passion of the explorer in terms of the domain that they want to commit to for the rest of their lives, they all have a powerful questing disposition and connecting disposition.

I also use the example of Toyota where they redefined work in their factories and told workers that their primary job was to identify problems and to solve the problems. Worker passion levels went way up because they were now not just cogs in a machine, but making a difference that matters by finding problems that no one else had seen before.

Our environments need to change

I believe we all need to find our passion of the explorer, regardless of how old we are (I was in my 50’s. before I fully connected with my passion of the explorer), if we’re going to make the journey beyond fear. My book outlines some of the approaches and actions we can take to find our passion of the explorer based on my own personal life experience and broader research that I’ve done on the topic.

But I’ve also come to believe that we’ll be much more successful in this quest if we live in environments that encourage and nurture the passion of the explorer, rather than seeking to crush it. Unfortunately, most of the environments we live and work in today are driven to crush this passion. It’s one of the reasons that, based on a survey I did of the US workforce, only 14% of US workers have this form of passion in their work.

In an institutional environment of scalable efficiency, we’re taught that the key to success is just to read the process manual, follow the instructions and deliver the anticipated results reliably and efficiently. Passion is viewed as deeply suspect. Passionate people ask too many questions, they take risks and they deviate from the script.

And our school systems are explicitly designed to prepare us for work in those institutional environments. As young people, we’re told that if you have a passion, pursue it on the playground or at home, but don’t bring it into the classroom. We’re also told to focus on finding a career that pays well and has high status, not something that we’re passionate about. Many parents also echo this message with the well-intentioned desire that their children do well in life.

If we’re all going to achieve more of our potential and have impact that’s meaningful to us, we need to come together to evolve our environments in ways that encourage and nurture the passion of the explorer for everyone. My book helps us to understand what those environments will need to look like.

Drawing out our passion

But we can’t just wait until our environments evolve. We need to get started now so that we can overcome our fear sooner rather than later and find a more fulfilling life.

In my book, I outline the role that our personal narrative plays in shaping our emotions and our lives. We need to make our personal narratives explicit (they are implicit for most of us) and then find ways to evolve our personal narratives so that they begin to focus on opportunities that are truly exciting to us. As I indicated in my previous blog post and in my book, I have a very different definition of narrative than most people do, so that’s key to understand.

And sooner rather than later, we need to find a small group of people (not more than 15 in total) who share our desire to move beyond fear and who will both support us in our efforts as well as challenge us to have even more impact.

The key is to move beyond conversation and focus on action that will help us to connect with the opportunity that excites us the most and learn more as we go.

As we begin to focus on the opportunity that excites us the most, we also need to take steps wherever possible to evolve our personal and work environments so that they support us in our quest to address the exciting opportunity.

My passion

As I share in my book, my passion of the explorer focuses on the opportunity to help people make the journey beyond fear and to develop platforms that will help to deepen their excitement, accelerate their learning and connect with more and more people who share their passion.

That effort starts with this book, but it doesn’t stop there. My intention is to set up a new Center that will offer programs based on the book and support people over the long-term in their journey beyond fear. I’ve started to develop some pilot programs on this front, but I’m still at a very early stage in determining how to best support people in their journey. I will learn as I go and I seek help from others who see what an exciting opportunity this is. If you’re interested in learning more about this initiative and perhaps interested in helping me in this effort, please sign up here for updates.

Bottom line

The passion of the explorer is something that we all have within us, waiting to be discovered and nurtured. If we want to make the journey beyond fear, we need to make the effort to find that passion and pursue it, not just on nights and weekends, but in our day jobs. It will help us to turn a world of mounting performance pressure into a world of exponentially expanding opportunity.

I invite you to join me on this journey – it’s an exciting one that will help all of us to achieve more and more impact that is meaningful to us.

  • 20
    May 21
  • 2

Peer Into Fear

Category:Emotions,Fear,Growth,Learning,Poem

It’s there,

Within more and more of us,

Waiting to be seen

And acknowledged.

But many of us

Are afraid of our fear.

We view it

As a sign of weakness.

So we hide from our fear.

But until we see our fear,

We’ll be ruled by it

And it will limit our potential.

We need to look for it,

Explore it,

Understand why it’s there,

And how it limits us.

That’s the launchpad

For moving beyond our fear.

It will move us

To draw out emotions

That will help us

To act

In spite of fear.

That’s the paradox –

We need to see the fear

To move beyond it.

 

<This poem marks the launch of my new book, The Journey Beyond Fear, that can be purchased here>

  • 21
    Apr 21
  • 3

Growth of Both

Category:Collaboration,Community,Connections,Exploration,Growth,Learning,Potential

As physical beings,

Our growth slows

And then stops,

At least in terms of height.

But within us,

We are meant to grow

Without limit.

We have unlimited potential

To have more and more

Impact that matters

To us and to others.

And it’s not just us as individuals.

When we come together,

We find we can have

Even more impact that matters.

Our growth can

Accelerate and expand

When we connect with others,

Including animals, plants,

And the broader ecosystem

That supports the growth of everyone.

The more we include,

The faster and farther

We can grow together.

But we need to cultivate environments

That encourage growth from within

And growth together.

We’ll unleash extraordinary growth

When we finally find ways

To pursue

Individual growth and collective growth

And recognize that one

Supports and accelerates

The other.

  • 07
    Apr 21
  • 5

Growing Into Growth

Category:Collaboration,Community,Connections,Emotions,Exploration,Institutional Innovation,Learning,Opportunity,Potential,Uncategorized

I need help. I’m struggling with words. I’m trying to capture what excites me and motivates me to start a new chapter in my life.

Here’s the challenge: the word I am drawn to has received a very mixed reaction at best, and often a very negative reaction. What’s that word? It’s “growth.”

Growth has always excited me. I’ve come to believe that we humans have unlimited potential for growth – it’s why I cringe when I hear the phrase: “achieve my full potential.” I don’t believe anyone can achieve their “full potential” – no matter how much of our potential we achieve, there’s always more potential waiting to be drawn out. That’s why I keep saying that we’re not “human beings,” we’re “human becomings.”

Of course, growth has many different meanings. For many, growth tends to focus on physical size – whether of the body, a community or an economy. The desire is to find something that’s easy to measure, and that leads to an emphasis on physical entities – people and products.

For me, growth has a different meaning. It focuses first of all on growth of insight into the world around us. But it doesn’t stop there. Growth of insight has little value until and unless it is translated into growth of impact that is meaningful. That requires action, but it shifts the focus from the action itself to the impact achieved and how meaningful that impact is, both for those who are taking action and those who are benefiting from the action.

Why growth has a bad reputation

So, why does growth seem to have such a bad reputation? There are many reasons, but I believe that it stems from a zero-sum view of growth. In this view, one person’s growth can only occur at the expense of others. If you win, I lose.

How does that work? Well, let’s start with environmental impact. For many reasons, we have embraced a view of economic growth over the past couple of centuries that has led to serious damage of our global ecosystem, including pollution of water, the growth of carbon emissions and pollution of our atmosphere. While many have benefited from this economic growth, even more have suffered from its adverse effects.

Another force at work involves our shrinking time horizons when we pursue growth that is narrowly focused on material goods. We’re not focused on long-term economic growth; we’re focused on short-term material gains. If we’re focused narrowly on material goods in the very short-term, the quantity of goods is fixed – the only question is who will acquire them – you or me? Once again, while some will benefit from economic growth, it will be at the expense of others.

What’s the alternative?

As growth has acquired a bad reputation, many people have rallied around a number of other words – sustainability, regeneration, circular economy, and resilience are perhaps some of the most prominent ones.

What strikes me about all of these alternatives is their focus on holding on to what we have, or what we had. Take sustainability – we want to sustain what we have. Or regeneration – we want to generate what we once had. Or the circular economy – it’s all about re-using what we have. Resilience has many different meanings, but the one I hear most frequently is the desire to be able to “bounce back” to where we once were before some disruption happened.

While they tend to focus on somewhat different elements, they all share a static view of the world in the sense that the resources we have are a given and the question is how to re-use them so that we preserve what we have, or regenerate what we had, and reduce damage to others.

While the aspiration to avoid environmental damage and waste is certainly something we should all embrace, these alternatives strike me as inherently limiting. Is that all there is? Don’t we have the potential to create much greater meaningful and positive impact with far fewer resources over time?

Maybe there’s another perspective

What if we move from a zero-sum view of the world to a positive-sum view of the world? What if we believed that opportunity has the potential to expand for everyone, not just for a privileged few? And what if we believed that expanding opportunity generates even greater opportunity for everyone? What would that require?

First, it would require us to take a longer-term view of the world. Rather than just focusing on the short-term, we would need to look ahead and imagine how our ability to achieve greater positive impact can increase over time.

Second, we would also need to take a broader view of the world. Rather than just focusing narrowly on how to increase our own well-being, we would need to recognize that by increasing the well-being of others we can set into motion an increasing returns dynamic where everyone would achieve more and more of their potential and the well-being of all of us would expand significantly.

Third, we would need to deepen our view of impact. Rather than focusing just on material goods as a metric for growth, we would need to see that our greatest impact can come from motivating others to achieve more of their potential. The growth of others will help all of us to accelerate our own growth. This unleashes a powerful network effects dynamic where the more people who are motivated to achieve more of their potential, the more everyone will be motivated to achieve more of their potential.

Finally, we would need to focus on emotions as a key driver of motivation. If we’re driven by fear, we tend to narrow our focus to ourselves in the short-term. If we can cultivate hope and excitement, we can begin to see more opportunity for all, not just for ourselves. This, of course, is the theme of my new book, The Journey Beyond Fear, that will be published next month by McGraw Hill. I’ve come to believe that our emotions are shaping how our world is evolving and that there is a need to cultivate emotions that will help us to move forward in spite of the fear that is consuming more and more of us.

Back to growth

If we adopt a positive sum view of the world, now growth begins to become more attractive. The more any of us grow, the more all of us will be able to grow. And the potential for more growth becomes unlimited for two reasons.

First, as I’ve already indicated, we all have unlimited potential, so none of us will ever achieve our full potential in terms of delivering meaningful impact to those around us. Second, we live in a world of exponential improvement in technology performance that can help us to amplify our impact in ways that would have been unimaginable a few decades ago.

Growth focuses on the actions we’ll need to take and the impact we’ll need to achieve to help us to evolve flourishing societies and ecosystems. A key element of these flourishing societies and ecosystems is that they will continue to provide opportunity for all of us to increase our impact over time, while at the same time minimizing, and ultimately eliminating, any damage and waste that might occur as a by-product of growth.

This is why I’m reluctant to abandon growth as the way of framing the opportunity for all of us. What am I missing? Is there a better word to describe the opportunity ahead? I’m open to any and all suggestions.

And, just to be clear, I’m not suggesting that this opportunity will be an easy one to address. There will be many obstacles and challenges along the way. At a personal level, we need to find ways to move beyond the fear that consumes more and more of us and limits our potential for impact. We’ll need to cultivate emotions that will motivate us to take bold action and significantly increase our potential for impact. At a broader, social level, we need to focus on transforming our institutions and our societies so that they create environments that will help us to move beyond fear and provide us with the tools we’ll need to significantly increase our impact in ways that support a thriving global ecosystem and society. It will be a challenging journey, but a journey very much worth pursuing.

Bottom line

I’m seeking help in choosing the right word to frame the opportunity ahead. I’m attracted to “growth” because it highlights a dynamic and expanding opportunity that, if pursued in the right way, will lead to expanding opportunity for all. But, I also understand, that it can lead to some very negative reactions. I’m just not sure I can find a better word. Any and all suggestions are welcome. It will become the “north star” that will frame my efforts on the journey ahead.

  • 15
    Mar 21
  • 0

The Untapped Potential of Personal Narrative

Category:Collaboration,Emotions,Exploration,Learning,Narratives,Opportunity,Potential

We all have a personal narrative. For some of us, it is liberating and energizing, but for most of us, it is limiting and draining. The good news is that we all have ability to evolve our personal narrative to make it more fulfilling, if we choose to make the effort.

I’ve written about personal narrative before, including here and here, and it is a key theme in my new book, The Journey Beyond Fear, that will be coming out in a couple of months. For those who have not been following me, I should clarify that I have a very different view of personal narrative than most psychologists.

For psychologists, personal narrative involves looking back over our lives and crafting a story of the choices we made that brought us to where we are today. For me, personal narratives have two key components: our view of the future and our call to action to others.

When we look out into the future, are we focusing more on threat or opportunity? That view of the future will play a key role in shaping our emotions and actions today. Also, as we seek to address the threat or opportunity out in the future, are we asking for help from others or are we trying to go it alone?

We all have a personal narrative that’s driving us forward, but few of us have made the effort to make that personal narrative explicit, much less reflect on how well it might be serving our needs and potential for impact. That effort can be very rewarding, especially if we use it as a catalyst to evolve our narrative so that we are motivated to have much greater impact that is meaningful to us and can motivate others to join us in that effort.

Opportunities for evolution

Our personal narratives can evolve on multiple dimensions. Let’s start with our view of the future. In a world of mounting performance pressure, more and more of us have adopted a dystopian view of the future where threats are everywhere. The world is coming to an end, our societies our crumbling and our personal lives are more and more vulnerable to disruption.

While certainly understandable, that view of the future feeds our fear and makes us more risk averse and we become even more vulnerable to mounting performance pressure.

But there is an alternative view of the future. The same forces that are creating mounting performance pressure are also creating exponentially expanding opportunity – we can have far more impact, with far less resources and far more quickly than ever before. We need to make the effort to see those opportunities and to search for the opportunity that excites us the most.

If our view of the future is shaped by a really inspiring opportunity, we will begin to draw out emotions of hope and excitement that will motivate us to move boldly forward. We’ll find ourselves having much more meaningful impact and we’ll be driven to learn how to have even more impact in addressing this opportunity over time.

But there’s more. If we can focus on an opportunity in the future that really excites us, it increases our desire and ability to motivate others to join us in the quest to address this opportunity. Truth be told, most of us are pursuing personal narratives today that don’t provide a call to action for others to join us. Personal narratives that focus on a threat in the future tend to isolate us. As fear takes hold, we find it harder to trust others and we are more inclined to try to move forward on our own. That sense of isolation further intensifies the fear.

On the other hand, if we’ve found a really exciting opportunity out in the future, we can become very motivated to ask for help from others and, if the opportunity is appropriately framed, it can motivate many to invest time and effort in addressing the opportunity. This helps us to get significant leverage and have far more impact than if we try to do it all by ourselves. If it’s a big opportunity that will take years to achieve, it can also help us to build long-term, trust-based relationships that will play a significant role in overcoming our fear.

Challenges of evolution

When I talk about evolution of personal narrative, many people interpret this as writing up a new, and more fulfilling, narrative based on reflection of their existing narrative. I wish it were that easy. In my experience, personal narratives can’t evolve just by thinking and writing. They need to evolve through action – and it’s not just a one-time evolution, but a continual process of evolution shaped by actions taken and reflection on the impact achieved through action.

As we begin to focus on an opportunity in the future, we need to test and refine that opportunity through action now. We need to identify and pursue actions in the short-term (ideally weeks or a few months) that have potential to address that opportunity. As we pursue these actions, we need to reflect on whether those actions are generating the level of excitement we anticipated and whether they are helping us to make progress towards achieving the opportunity. If not, we need to either evolve our view of the opportunity that would be most exciting to us or our view of the actions that would have the greatest impact in making progress.

We also need to start reaching out to those we think could be most helpful with a call for them to join us in our quest to address the opportunity we’ve identified. Are they really investing the time and effort required to address the opportunity? Are they achieving real impact from their efforts?

If not, we need to further evolve our personal narrative. Is the opportunity we’ve identified big enough to motivate others to participate? Have we identified the right people to address the opportunity ahead? Can we frame the call to action in a way that would help them (and us) to achieve greater impact?

Our personal narratives are capable of, and require, continual evolution if we are going to achieve the impact that is most meaningful to us. There is always the potential to achieve more. In fact, if we’re truly excited about the opportunity we are identifying, we will be constantly seeking ways to have greater impact.

Effective personal narratives will trigger a learning mindset. We’ll be excited by the opportunity to have more and more impact over time. And we’ll realize that the most effective way to learn is through action, not just sitting in a chair and thinking about it.

And, it’s not just learning through action – it’s learning through action together with others. No matter how smart we are as individuals, we’ll learn a lot faster if we can come together with others who share our excitement about the opportunity we’ve identified. That’s why it’s so important to have a call to action to others that excites and motivates others to come together and constantly seek to increase impact.

Bottom line

Our personal narratives have untapped potential, no matter how well framed they are today. If we’re going to unleash more and more of that potential, we need to commit to continually evolve our personal narratives by acting together with others in ways that help us to learn faster.

  • 05
    Feb 21
  • 0

Support AND Challenge

Category:Collaboration,Connections,Emotions,Learning,Narratives,Opportunity,Passion,Trust

 

In our world of growing pressure, the question increasingly becomes: are you going to support me or are you going to challenge me? Which is it? Well, my answer is that it’s both – it has to be both.

In our Big Shift world, we need to come together in order to move from mounting performance pressure to exponentially expanding opportunity. But, let me hasten to add, that coming together doesn’t just mean to support each other. We’ll also need to find ways to challenge each other – deeply and continuously.

We all need support

In these difficult times, we hear a lot about the need to collaborate, whether it’s coming together in small teams or building broader networks of collaboration to access a diverse set of expertise and resources. While the calls for collaboration differ a lot in their focus, most of them seem to emphasizie the need to come together to support each other.

This is essential in our challenging world. If we continue to try to do it all by ourselves, we’ll find ourselves increasingly isolated and vulnerable to fear as we become overwhelmed by the challenges ahead. No matter how smart any of us are, we’ll learn a lot faster if we come together, especially if we come together with others who bring diverse expertise and backgrounds to the situation at hand.

We can all use the support of others. But it’s not just about ideas and expertise. It’s about emotions. These are scary times. We crave the emotional support of others, especially when we run into unexpected roadblocks or failures along the way. We need others to be there for us and reassure us that our efforts are not in vain and we should not give in to the fear that we’ll sink when we’re trying to swim in choppy waters.

Challenging to support

So, support becomes essential to avoid surrender and provide us with the motivation to continue swimming. But, support alone isn’t enough. If we’re going to move beyond mounting performance pressure and finally find ways to harness exponentially expanding opportunity, we also need to be challenged. We need others to constantly challenge us to aim higher and expand the impact that we are seeking.

But, wait a minute – isn’t challenging the opposite of support? If you’re challenging someone, aren’t you trying to put them down?

Well, here’s the paradox. Successful collaboration in the Big Shift world requires both support and challenge. In fact, the most powerful way to support someone in this rapidly changing world is to challenge them to achieve even greater impact. If we’re not constantly seeking to accelerate our performance improvement, we’ll quickly find ourselves marginalized and certainly not in a position to target exponentially expanding opportunity.

But challenging in the context of collaboration isn’t easy. It requires a shared commitment to achieve growing impact in an area of significant opportunity. If all the participants share that commitment, they won’t just welcome challenges, they’ll seek them out. They’ll recognize that challenges to existing approaches will help them to develop new approaches that can deliver even more impact. They’ll realize that they’re not being challenged to be put down, but instead because others are excited, as they are, about the potential for even more impact.

In my research, I’ve identified this kind of challenging to achieve better and better outcomes as productive friction. In the scalable efficiency institutions that dominate our world today, friction is viewed as bad. We need to eliminate it wherever it surfaces so that we can perform our activities faster and cheaper. In the Big Shift world, friction in the form of challenging each other is not only OK, it’s essential to accelerate performance improvement. But the friction has to be productive and that requires mutual respect, shaped by a shared commitment to achieve better and better outcomes.

The broader context

So, what’s required to build that kind of shared commitment? Well, those who have been following me know my answer – the passion of the explorer. It’s a very specific form of passion that I’ve identified in my research and written about extensively, including here and here.

People who have this kind of passion are committed to achieving increasing impact in a specific domain that is usually fairly broadly defined, like wellness, manufacturing or gardening. No matter how successful they have been in the past in their chosen domain, people with this passion are driven to find ways to achieve even greater impact. They are constantly asking for help from others as they try to take their impact to the next level and they are excited by challenges.

And, how does one cultivate this passion of the explorer? There are many paths to this form of passion but one powerful catalyst is a specific form of narrative – opportunity-based narratives. Once again, I’ve written about this extensively, including here and here. I draw an important distinction between stories and narratives. From my perspective, opportunity-based narratives are about a big and inspiring opportunity out in the future that will only be achieved if people come together and act together to address the opportunity – it’s a powerful call to action.

People who are inspired by the opportunity will often find the passion of the explorer surfacing within them. They will be inspired to come together and support and challenge each other to achieve greater impact in their efforts to address the opportunity.

Coming together to accelerate learning

People who develop this form of passion tend to come together in small groups – I call them impact groups. These groups usually have somewhere between 3-15 participants. They find that, if the groups grow any larger, the deep, trust-based relationships required to learn faster together begin to weaken. As the number of participants expands, they will spin out other impact groups.

These impact groups are focused on action and impact; they’re not just discussion groups talking about ideas. They’re relentlessly focused on taking action and then assessing the impact that has been achieved from that action. Their goal is learn together through action so that they can have more and more impact over time.

It’s within this context that participants both support and challenge each other. They recognize that they are venturing out into new frontiers that have not yet been explored and that there are lot of risks along the way. They’re there for each other when someone stumbles along the way. But they’re also constantly seeking a better approach to make even more progress towards the bigger opportunity ahead. They are challenging each other to find a better way.

Scaling impact

When I talk about impact groups, people often become concerned that the potential for impact becomes very limited because each group must remain relatively small in terms of the number of participants. While understandable, that concern is not warranted. Impact groups can connect with each other into broader networks that enable more and more participants to reach out and learn from each other. The platforms required to do this are still relatively early stage in their development, but there’s a significant untapped opportunity for learning platforms to scale the impact of these groups.

In fact, these learning platforms will harness two levels of network effects. There’s the basic network effect that emerges simply from the growing number of groups and participants in those groups as they find ways to connect on the same platform. But there’s an even more powerful form of network effect that comes from the opportunity to accelerate learning and performance improvement as more and more participants are motivated to learn together. It’s this second form of network effect that will ultimately enable participants to address exponentially expanding opportunities.

Bottom line

If we’re serious about moving beyond mounting performance pressure to address exponentially expanding opportunity, we’ll need to collaborate, but collaboration isn’t just about supporting each other. Collaboration in a rapidly changing world requires a willingness and eagerness to challenge each other. The paradox is that the most effective way to support each other in a rapidly changing world is to challenge each other. It’s not choosing to support or challenge – it’s recognizing that one cannot exist without the other.

The best way to do that is to cultivate the passion of the explorer among participants in small groups. And the best way to cultivate the passion of the explorer and draw people together is by framing an inspiring opportunity-based narrative.

  • 22
    Jan 21
  • 6

Emotion as the Foundation of Strategy

Category:Collaboration,Connections,Context,Emotions,Leadership,Learning,Narratives,Opportunity,Strategy,Trust

Credit to CuriousArtLab

As we head further into the new decade, we need to reflect on how the world is changing on so many levels. Given all these changes, it’s perhaps time to reassess our approach to strategy. At the risk of being viewed as a heretic, let me suggest that the successful strategies going forward will be strongly rooted in addressing the emotions of participants, rather than simply relying on facts and figures.

The Big Shift in the world

We are in the early stages of a Big Shift that is transforming our global economy, something that I have written about a lot, including here and here. This Big Shift is creating exponentially expanding opportunity – we can create far more value with far less resources far more quickly. The paradox is that, at the same time, the Big Shift is creating mounting performance pressure, making it more and more challenging to sustain the performance we’ve enjoyed in the past.

How do we resolve this paradox and make the journey from mounting performance pressure to exponentially expanding opportunity? We need to re-think strategy at a fundamental level and focus much more on the emotions of all participants so that we can truly unleash the power of pull.

The opportunity for strategy

The opportunity for strategy in the next decade and beyond is to unleash ways to deliver more and more value with fewer and fewer resources. If we’re going to succeed at that, we need to be able to anticipate the rapidly evolving unmet needs of the people we are trying to reach. We then need to be able to find ways to increase leverage, mobilizing the resources of others. We also need to find ways to accelerate learning – not learning in the form of training programs sharing existing knowledge, but learning in the form of action with others in ways that can rapidly increase impact over time by creating new knowledge in a rapidly changing world.

In the industrial age that brought us to where we are today, unmet needs were largely defined in material terms – what products and services could address our material needs, whether it involved our physical needs for food, or our broader needs to be comfortable in the physical world, like homes and cars. Meeting those material needs has been more and more successful, despite temporary setbacks like financial crises or pandemics.

Certainly, there are still large segments of the population with significant material needs, especially in trying times like this pandemic. But the mounting performance pressure of the Big Shift is also generating unmet needs at the emotional level. More and more of us are becoming consumed with the emotion of fear – and given the long-term forces shaping our world today, that fear is likely to intensify. While fear is certainly understandable, we as humans don’t want to live in fear – we have a deep hunger for hope and excitement. The institutions that understand and act to address that unmet emotional need will create enormous value for their stakeholders. Now, tell me, when was the last time you sat through a strategy discussion that began with an effort to understand the emotional needs of the participants being served by your institution?

Focusing on unmet emotional needs

The successful strategies of the next decade will begin with cultivating a deep understanding of these unmet emotional needs and then developing unique approaches that are effective in addressing these emotional needs. In this context, I have written extensively about institutional narratives, including here and here, which I believe can become a powerful instrument to build much deeper relationships with stakeholders by addressing their unmet emotional needs. I hasten to add that these new strategies will not be focused on manipulating the emotions of participants, but instead deeply understanding these emotional needs, why they exist, and how they can be addressed.

In this context, we need to be careful to “Zoom Out and Zoom In.” Don’t just look at the emotions around you today. Look ahead and anticipate how long-term forces will generate much deeper unmet emotional needs and then look for the highest impact steps you can take today to begin address those unmet needs.

Increasing leverage

But this is just the beginning. To harness the exponential opportunities that are being created by the Big Shift, all institutions will need to be much more aggressive in seeking leverage. The key to successful strategies will be to deliver significant value with as few of your own resources as possible. The global connectivity that is being fostered by the Big Shift makes it far easier to connect with a broader range of third-party resources.

But the ability to connect makes it even more important to understand what will be required to motivate third parties to invest the time and resources required to amplify the impact of your own products and services. Once again, this involves delving deeply into the emotions of the third parties that can be most helpful to you. Sure, you can and will have to offer them material rewards for collaborating with you, but you’re going to get much greater value from them if you can find ways to build trust and excite them about the longer-term opportunities for impact that can be created by coming together.

Accelerating learning

This is particularly powerful because of another strategic lever that is becoming more and more important in the Big Shift. In a rapidly changing world, the ability to learn faster becomes key to success. To be clear, I’m not talking about learning in the form of going to classes and getting credentials. I’m talking about the most powerful form of learning which is creating new knowledge through action. And, no matter how smart we are as individuals or individual institutions, we will learn a lot faster if we act together with others and challenge each other to find more creative ways to deliver more impact. In this Big Shift world, this form of learning becomes The Only Sustainable Edge.

This takes leverage to another level. When they talk about leverage, most strategists focus on transactions to access existing expertise and resources from third parties. While that is certainly helpful, the most powerful form of leverage is learning leverage, where participants come together to learn faster together.

But what’s required to motivate participants to learn faster together? My experience suggests that participants learn much faster together if they are excited by an opportunity to create more impact that is meaningful to them. Once again, though, this requires a deep understanding of the emotions of the participants. We need to understand where there’s fear and how that fear can be overcome by cultivating excitement.

Learning in the form of creating new knowledge can generate a lot of fear. After all, it’s risky. It’s never been done before. It could fail. But those who are excited about an opportunity that’s never been achieved before are driven to learn faster. They actively seek out opportunities to learn and are challenging themselves and others to find ways to achieve even greater impact. They are restless when they are not learning.

Loyalty and the pull it generates

In the end, all of this comes together in a powerful way. If we are able to excite participants about a meaningful opportunity that can bring people together and help them to learn faster together, what happens? We develop deep loyalty. This is no longer about short-term transactions that can be measured in material terms. This is about building deep and lasting trust-based relationships where we can see impact that matters to all the participants.

In a more connected world, loyalty matters. With all the connectivity we’ve created, it has become far easier to leave someone who is not meeting our needs and connect with someone else. This is a growing challenge for all institutions, especially in a world of eroding trust. Loyalty will be a powerful source of strategic advantage because it unleashes a virtuous cycle of more rapid learning with greater and greater impact.

But, it’s not just about loyalty. It’s about the Power of Pull. If we’re addressing significant unmet emotional needs of participants, word of mouth will spread and more and more participants will seek us out and want to find ways to build deeper relationships with us. Network effects will take hold and we’ll begin to see exponentially expanding impact and this in turn will unleash another virtuous cycle that will  pull more and more participants together.

I should hasten to add that this exponential opportunity will not be available for all businesses. As I’ve written elsewhere, businesses will face a painful choice in the decades ahead in terms of defining more clearly what business they are in. While all businesses will benefit by shifting to strategies that are focused on the emotions of participants, the exponential opportunity will be largely reserved for businesses that choose to become “trusted advisors.” That’s a largely untapped business opportunity today, even though everyone claims to be a “trusted advisor” to their customers.

The Big Shift in strategy

Looking back over decades, the focus of strategy has shifted in a profound way. Certainly the early days of business strategy focused on analyzing the structure of markets and industries to identify positions that could create sustainable strategic advantage.

In the past couple of decades, we’ve seen a shift away from strategies of structure to strategies of movement. Given the accelerating pace of change, the emphasis in strategy has been on how to move faster – agility has become the buzzword.

I believe we’re now on the cusp of another shift in strategy from movement to emotion. The strategies that will succeed in the future are those that focus on the emotions of the participants and find ways to cultivate deep, long-term, and trust-based relationships among a growing array of participants by meeting their deepest emotional needs. To be clear, structure and movement are still relevant, but only in the context of a deep understanding of the emotional environment. That’s a dimension that’s been largely ignored by the previous schools of strategy.

The bottom line

Strategy is ultimately about how to deliver greater impact and value with less resources in a way that is sustainable and rewarding to the provider. It’s all about doing more with less over the long-term. The strategies that generated success in the past are proving less and less effective in a rapidly changing world. To succeed in the future, we will need to evolve strategies that are shaped by a deep understanding of the emotional context and focused on addressing the unmet emotional needs of the participants. Those who do this well will succeed in tapping into the exponentially expanding opportunities created by the Big Shift.

While this post has focused on strategies for institutions, I would suggest that this shift in strategy also applies to us as individuals. But that’s a topic for another blog post

NEW BOOK

(if you've read the book, click here)

My new book, The Journey Beyond Fear, starts with the observation that fear is becoming the dominant emotion for people around the world. While understandable, fear is also very limiting.

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The book explores a variety of approaches we can pursue to cultivate emotions of hope and excitement that will help us to move forward despite fear and achieve more of our potential. You can order the book at Amazon.

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