Initiatives

The very goal of business initiative management is to set the right priority, streamline business resources, process, capability, capacity to improve organizational competency.

Digital disruptions are inevitable, and business transformation is unstoppable. Organizations shouldn’t just respond to them in a reactive way. Businesses today need nothing less than a paradigm shift in their thinking about the fundamentals of how organizations work to create differentiated business value.

 In reality, many organizations are inundated with numerous problems large or small, and get stuck in the daily busyness. How to build a balanced initiative portfolio with both functional initiatives and interdisciplinary initiatives, quick win or long run focused initiatives, identifying what generates the most value for the company and expressing that in strategic objectives helps managers keep their eyes on what matters, learn to balance competing requirements so you know which hills are worth climbing on.

Innovation initiatives should eventually result in business benefits - be it tangible or intangible: Innovation has advanced many, but if something is missing, stagnation and uncertainty will surface. Innovation has a very low success rate; it means that there is a need for actual work to be happening to understand the basics, so it is possible to have the right innovative thought through a realistic approach.

In today's business innovation implementation scenario where we have to work against all odds, we are cornered to innovate to sustain but with a lot of resistance, as we are not sure about the results. People invest in many failed initiatives because they do not preplan thoughtfully or ignore certain elements required to build capabilities to implement innovation. Hence, it’s important to build a competitive team to contribute on how you come out of the outdated mindset, cultural barriers, and all possible hurdles and drive the innovation initiative effectively to generate business value.

It is really important to focus on a few strategic initiatives and prioritize them effectively: It has been said that the world is changing so fast today, that you need to run as fast as you can to stay where you are. The changing market conditions drive the need to ensure that corporate strategic initiatives are aligned and realigned with operational tasks to achieve expected results. Hence, too much conversation should not cause a time stretch between enunciation and implementation.

It’s important to develop dynamic capability based business initiative programs that translate strategic direction into real changes within the organization. Senior executives should say no to many of the initiatives and just choose a few where they will put most of the resources or people of the company. You are devising the strategy, it needs to be relevant but also general to deal with the changes the organization will naturally experience. Keep the long-term view within the short-term attention and focus of all key players and to facilitate change within the organization.

Forethoughtful companies perceive problems from the outside-in customers’ perspective, take initiatives to produce personalized solutions: There are more personalized customer experience professionals moving beyond the perceived confines of their traditional practice areas and points of focus. You need to hear what your customers and product specialists say the customers want, what the customers say they want, and what the end-users really want. Partnering with practitioners from other domains such as organizational structural design, change management to extend and hone the design tools to better address the challenges.

You have to satisfy different stakeholders involved to get products/services designed, sold and usable, because of the growing enthusiasm for customer-centered design techniques. The quality of the outcome is inseparable from the influences of the stakeholder directives and the values behind product acceptance. There will inevitably be situations where a teammate will have different focus on customer experience design, balance becomes the key, otherwise you'll end up pushing for solutions that will never happen, and miss chances to fight the battles you can win.

Organization and even industrial territories blur, the business communities broaden their scope and consume all sorts of resources. The business management needs to navigate management blocks and improve the success rate of business initiatives. The very goal of business initiative management is to set the right priority, streamline business resources, process, capability, capacity to improve organizational competency. Business value should be estimated or demonstrated through the rate of productivity increases, the rate of new product, service development, the rate of market share gains, the rate of customer approval and satisfaction gains, or the rate of revenue gains, etc.

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The flavor of GRC practices depends on the nature of the business and the level of the organizational maturity.

Due to the “VUCA” characteristics -Complexity, Uncertainty, Ambiguity, and Velocity of the Digital Era, the directorship in any organization must have the agility to adapt to changes and build abilities to advise, inspire and motivate a group of people toward accomplishing shared visions and goals. The important characteristics of digitalization are over-complexity, uncertainty, and ambiguity.

Hence, GRC (governance, risk management, and compliance) becomes more critical than ever. Here's the context; how should GRC programs be approached? Should technology be a driver? Can you achieve any level of GRC without automation? Can you achieve any level of GRC without people? What is the real driver of GRC? Modern corporate boards play significant roles in guiding businesses in the right direction and achieve expected business results. Here are the multiple perspectives of shaping a strategic boardroom with digital acumen.

           Innovate GRC

InnovateGRC v Global societies become more hyper-connected and interdependent. Creating the paradigm change means how to shift from taking a polarized viewpoint to making interdisciplinary discernment; from the classic command and control management approach to coaching and personalization

Innovategrc iv Enterprise becomes more complex than ever, uncertainties and complexities are a common occurrence in any walk of human progress. GRC are a set of complex processes that, if well executed at the different levels of organizational hierarchy, will lead to decision coherence and business effectiveness.

Innovate GRC iii The purpose of the GRC (governance, risk management, and compliance) is to improve business performance through the creation of value to stakeholders. GRC discipline is more crucial in today's digital dynamic. One of the problems with views in the enterprise either via management or governance lens today is that they are not holistic. The lack of GRC awareness and holism creates blind spots uncovered, and gaps unfilled.

Innovationgrc Governance is to ensure business running smoothly by improving business effectiveness and risk intelligence. Due to hyperconnectivity and interdependence of the business, governance is neither linear nor single dimensional nowadays, overly rigid governance might stifle innovation. it should be understood via multidimensional lenses such as innovation, people, and multidimensional value perspectives, and enforced holistically.

InnovateGRC Upon the digital paradigm shift, we are experiencing at the moment, with the new characteristics such as hyper-connectivity and interdependence of the digital world we live in. The shift of governance is to focus on enterprise change. More organizations will make a bold step—reengineer or redesign the old fashioned governance control, focus on encouraging meaningful changes and nurturing innovation in a structural way. Top leaders should ask insightful questions and embrace multiple perspectives.

The “Future of CIO” Blog has reached 10 million page views with 10500+ blog postings in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The content richness is not for its own sake, but to convey the vision and share the wisdom. Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify your voice, deepen your digital footprints, and match your way for human progression.



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The "Digital Boardroom: 100 Q&As" Chapter 1 Introduction: The Digital Board's Composition Inquiries


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The "Digital Boardroom: 100 Q&As": Chapter III Introduction: The Digital Board's Strategy Inquiries


The "Digital Boardroom: 100 Q&As" Chapter IV Introduction: The Digital Board's IT Inquiries


The "Digital Boardroom: 100 Q&As" Chapter V Introduction: The Digital Board's Leadership Inquiries

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Innatepotential

It is only when all individuals challenge themselves and then come together as a group will we see real human potential achieved and create a phenomenon amazingly.

People are intelligent creatures. It's an interesting personalized world emerging ahead of us. To unleash professional potential, people think, create, and improve by reengineering themselves, developing creative mindset, and experimenting with new ways to do things.

Collective human potential can be unleashed by establishing an open environment in which people are encouraged to discover their innate talent, think out of the box, work cross-boundary, and take people-centric approaches holistically. In the organizational setting, performance keeps the business lights on, but business potential includes the overall organizational capacities and abilities to perform in the future by discovering and strengthening business strengths and building core organizational competencies.

The goal of potential management is to guide, inspire, and develop people to unleash their full potential and also the collective human potential: Even though the raw talent is innate, it takes the immense amount of time, energy, and hard work that "naturally talented" people have committed to developing their talents, unleash their potential via self exploration. Now with analytical intelligence combined with digital pulse, the organization has more visibility of people's sentiments, and works to generate a motivating environment to increase employee values and unleash their potential.

When businesses need to explore the alternative talent pool or build up a strong talent pipeline and create business synergy, they can find the right talent who not only fulfills the required needs of the work at the moment but also has the potential to keep development their talent, build the next level of integral professional competency, lead organizations up to the next level of the organizational growth and maturity.

The management has to dive deeper to see the hidden value of their people and keep unlocking their potential: Talent management makes an objective talent assessment, not only evaluating their cognitive ability, but coaching people how to tap into their most powerful and brilliant modes of thinking anytime, anywhere, under any circumstances. Spot and appreciate true talent, unlock their potential and develop their differentiated professional competency. Knowledge workers, especially high professionals in the digital era should learn and build expert power and make influences via persuasion and insight sharing proactively.

The talent assessments are really about ascertaining the individual's "current state," a snapshot of where they are at that moment of time; also predict his or her “to be” state, their potential to be who they want to become. The goal of smart workforce planning and management is to create synergy and unlock collective potential by perceiving people via empathetic lenses, understanding their characters, strength, and core competencies, as well as putting the right talent in the right position to solve the right problems.

The importance of potentiality management really depends on how and what the organization is utilizing the potential for: As a society, we need to respect and encourage change, authenticity, difference, inclusion. It is only then we will see 'Human potential' really show itself. The digital workforce is a hyper-connected generation with a multitude of varieties. Potential is the worthy investment and hidden dimension of talent management to build unique capabilities, explore the emerging opportunities.

Without strong discipline and self-management skills, talented people simply cannot unlock their full potential. Through autonomy, people can relate to themselves and to their experience of the environment and others around them, unleash collective potentials, and enable true meritocracy. So companies can put the right people with the right talent in the right positions, build their own set of differentiated competencies to unlock collective future performance..

Unleashing potential is a journey. Each one of us has limited time and resources, it gets really creative on how we explore our innate talent, orchestrate and implement transformative changes, with multiple perspectives. It is only when all individuals challenge themselves and then come together as a group will we see real human potential achieved and create a phenomenon amazingly.

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Initiatives

Associations and relationships are what turn the spark into an expressible idea.

Business change is accelerating, especially as it relates to the people and value creation dimensions and it is more important than ever to engage business leaders to reimagine, architect, design, and help the enterprise chart the course and set a better sail. 

So assessing organizational personality, managing company performance and maximizing business potential are important management scenarios to build up a positive business working environment, develop trustful relationships, and accelerate performance.

Organizational association via architecture context: Business architecture contains enterprise knowledge, it has to accommodate the fact that all organizations operate simultaneously as open and closed systems which keep evolving, learning, innovating for improving organizational agility. A good sense of theory for architecture is "the body of generalizations and principles developed in association with practice as an intellectual discipline" to enforce systems thinking.

Business architecture as an effective tool to enable interdisciplinary practices with the intensity of association for you depends on perceptions & perspectives upon what happens, your involvement for generating ideas, your commitment for implementing them, smoothly.

If you perceive organizational purpose as a worthwhile purpose, you will treat the association as a calling, and will be passionately engaged: In organizations, there are all sorts of associations: employee engagement, customer interaction, vendor collaboration, stakeholder communication and relationships, etc. Association connects with business purpose. Without purpose, engagement is not possible, association could become overly intrigued.

To align purpose and direction, organizational leaders lead by example, act in line with the company purpose, agree on the purpose and direction; then educate and engage the people to achieve common purpose. Business management is an ongoing association with reality through inductive reasoning that creates and justifies relationships, patterns, and principles for running a purposeful organization.

Business leaders apply management theories and a set of principles, quality information, in association with management practices: From a business management perspective, lack of effective feedback management will deepen the functional gaps and create the barriers to improving the organizational maturity. Perhaps you should first work to identify how information is associated with the valued tangibles of your businesses; your products and your resources; like information flows in business processes.

Not having critics make your path easy, but you might not be able to explore your true potential. Quality feedback helps the management clarify what the brand stands for, how the stakeholders perceive brand name and the connotation it wants its stakeholders to associate to, and the primary activities through which the brand name gets communicated.

Innovators are able to make unusual associations for solving problems recursively. Creativity is largely an associative process based on knowledge and experience, from which creative concepts can emerge. The associations and relationships are what turn the spark into an expressible idea. Thus, problem-solving is a mindset with intellectual curiosity, inclusiveness, creativity, and progression.

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Illuminateflashlight

Can we capture - “aha’ moments when -discovering unknown, connect the dots boldly, create flashlight of insight to- explore the world, adventurously.

Inspiration is

moments of -

insight with -

a sudden flashlight of -

understanding,

propels a person from -

apathy to possibility;

from sympathy to empathy,

transforms the way we perceive -

unleashed potentiality, essentially.


A creative mind is-

lightbulb-alike

able to flash on,

spark up,

illuminates pattern discovery,

dot connections,

generate novel ideas,

all the time.


The world is the mix of

new & old,

brightness & darkness,

are we able to -

opens our eyes, ears, minds,

develop the capacity to-

turn on a flashlight,

take self-aware position of -

experiencing, seeing,

listening to-

all sides of challenges?

Can we capture -

“aha’ moments when -

discovering unknown,

connect the dots boldly,

create flashlight of insight to-

explore the world, adventurously.

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Illuminateglobalfit

One of the good reasons for change is to keep the organization fit, and a fitting business has better changeability and higher performance.

The purpose of “Digital Fit: Manifest Future of Business with Multidimensional Fit“ is to share insight about multidimensional enterprise fit from digital characteristics, organizational structure, change, knowledge, and talent perspectives; evoke critical and paradoxical thinking about digital “fit vs. misfit,” spark healthy debates on how to define and develop true digital fit, and build a fitting working environment to inspire creativity and accelerate digital transformation.

                     Initiatives of Global Fit

Initiativesofgrowth Organizations are at a different stage of the business development cycle; they have to experiment with all sorts of growth opportunities. Most of the time, growth is a tough journey as you have to ride the learning curve, develop different capabilities, overcome change inertia, build confidence and gain enriched experience. Each growth phase has a period of evolution, stability and ends with a revolutionary road of organizational change and maturity.

Initiateglobalgrowth The global society we inherited implies abundant knowledge, enriched culture, diversity of talent, mix of truths and myths. World-class digital leaders and professionals across geographical, industrial boundaries are able to gain fresh insight and updated global views that look at problems in such a way a solution emerges through an interdisciplinary approach involving global intellectual capital, reputation capital and information capital, for co-developing an advanced global society collaboratively.

Initiateglobalinnovation We live in a world where change is the norm, with increasing pace. If we don't embrace it, accept it, roll with it, or make it happen, we're not able to run an advanced global society.

Initiativesofpotentialgrowth Nowadays, organizations are blended with diversified mindset, talent and cultures, forethoughtful leaders see opportunity in uncertainty, identify potential and unleash it continually. Human Capital is always the largest intangible asset of an organization which has to keep investing and growing to ensure the long term prosperity of the business.

Initiatives The world is diverse; global leaders and professionals must be open minded to appreciate all sorts of meaningful, tasteful, and informative things cross-boundarily. Success in the digital world demands both incremental improvement and transformative breakthrough. It's imperative to deepen understanding of global issues contextually and dealing with common challenges cross-industry or cross-geographical locations smoothly.

The “Future of CIO” Blog has reached 10 million page views with about #10500+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting. The content richness is not for its own sake, but to convey the vision and share the wisdom, to inspire critical thinking and spur healthy debates. Blogging is not about writing, but about thinking and innovating new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.

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Initiativesofpersonalization

The purpose of running businesses is to generate customers, thus, customer delight is one of the critical goals to ­­­­run a people-centric business.

The information abundant and interdependent digital era upon us is about people. Therefore, organizations need to get deeply immersed in designing, developing and delivering intuitive products or solutions to delight customers. 

It takes a fairly interdisciplinary personality type to be interested in design-driven innovation, and focusing on people-centricity.

People-centered design begins from deep empathy and in-depth understanding of needs and motivations of people from different perspectives: Design becomes the strategic business driver at a higher level of organizational maturity. It's important to apply design principles to increase the level of empathy in building people-centric organizations.

Set principles and share knowledge that will help to raise design thinking from an inwardly focused semantic argument to the highly recognized professional discipline. The overall design of the people-centric organization that matures itself requires deliberate design, architectural planning, and step-wise actions.

Being design-centric is when innovation meets the products/services with people-centricity in mind to fit the design proposed as long as costs meet the criteria: People are the center of design thinking. Empathic design is a user-centered design approach that pays attention to the user's feelings toward a product or service.

There's a fundamental shift happening with the emergence of information flow and converging technologies that impact the business through cross-functional communication and collaboration. The big advantage of being design-centered is that you prioritize making things likable vs. just making them functioning.

Personalization is not a one time initiative, but a journey of continuous improvement: In order to delight customers, you have to put the customer and the employee at the heart of everything that you do as a business. Customer Experience is being able to evolve, and the only way to evolve is to constantly have information on your customers, where they're at in their lifecycle, learning when to influence them and add more touch points where necessary.

Customer experience design requires creative designers, seasoned, knowledgeable professionals and a process to guide the efforts in a structural way. To build a high-mature design-driven and people-centric organization, every department needs to work collaboratively for achieving people-centric innovation and ensuring the success of the entire business.

The purpose of running businesses is to generate customers, thus, customer delight is one of the critical goals to ­­­­run a people-centric business. Personalized experience is not just a single business or technical project, but about applying design principles to increase the level of empathy in building a people centric organization. It is an important element of business strategy achieved through a set of holistic people-centric solutions.

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Intrapreneurinnovation

Intrapreneurship is a good practice to catalyze innovation and unlock business potential.

Running an innovative business doesn’t mean everything goes rogue, practicing intrapreneurship in a large organization also doesn’t mean getting rid of all rules and doing things spontaneously. It is about creating the future via constantly learning, experimenting, discovering, and improving. 

A high-innovative business has more discipline, not less, promoting and sustaining organizational performance, building and renewing corporate competitiveness in a structural way.

Intrapreneur-leaders deploy new ideas, new processes, new adventures to drive change proactively: It takes courage to be an intrapreneur because it's not easy work to face and manage risk, uncertainty, ambiguity, and overcome barriers every day. An entrepreneur's mind is often innovative, being innovative is more important than any specific innovation.

Good intrapreneur-leaders who transform the attitudes, beliefs, mindsets from “we always do things like that,” to become more entrepreneurial-demonstrate “can-do” spirit, that ultimately will cultivate innovative problem-solving capabilities. It’s hard to imagine an entrepreneur never failing before, the ups and down experience make an entrepreneur’s mind open, flexible, resilient, and strengthened. Intrapreneur leaders are not only self-motivated but also motivate teams to cultivate change competency.

Intrapreneurial activities help companies develop new businesses that create revenue streams: Understanding the dynamics, working to influence the dynamics and shaping a good innovation strategy takes attention and energy. Intrapreneur leaders are inflexible about the goal but they are extremely flexible with the options for attaining that goal. They continue to ask thought-provoking questions such as: What’re the alternatives to do things; what’re the upside risks and what’re the downside risks? Etc.

It’s important to take the “intrapreneurs’ spirit to turn the status quo upside down for dealing with uncertainty and practice intrapreneurship. If companies don't make room in the innovation strategy for business initiatives that have significant risks but also potentially significant upside results, it can, in fact, drive creative thinkers out of an organization.

Intrapreneur-leaders deploy new ideas, new processes, new adventures to innovate constantly: Organizations no matter large or small, all face the unprecedented change, uncertainty, and accelerated business dynamic. Intrapreneur leaders are not only self-motivated but also motivate teams to cultivate innovation competency.

Practicing intrapreneurship means enterprises should cultivate a startup culture, get smarter and flexible in building unique business competencies, enhancing the next cycle of business growth. Intrapreneur is about balancing innovation with other organizational priorities, it presents a possibly even greater challenge and reward by pioneering the development of new products, processes, and services.

Intrapreneurship is a good practice to catalyze innovation and unlock business potential. Being intrapreneurial is first the mindset, then an attitude and skills are the easier part to be developed. Intrapreneurship is a good practice to catalyze innovation and unlock business potential, drive progressive change adventurously.

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Illuminaateemotion

Keep our emotion ebullient; it's a whole spectrum of -emotion from- the depths of -exploring internal self to -the passion for -solving problems; from constant negation between- inner essences to -exhilaration of -self-actualization…

Being a human being is great;

as we can imagine, criticize, create

with full cycle of emotions;

can we observe-

emotions from a distance,

are we able to -

express them,

accurately?


Humans are not perfect;

emotions work for us;

might hurt us as somehow;

it’s the delicate balance of-

innate cognition,

outside factors,

enabling us to -

be aware of -

emotional flow,

keep us mature,

psychologically.


Passion, curiosity, joy,

are positive emotions -

improve our inner consciousness,

enable us to -

learn, share, grow,

energetically.





As imperfect human beings,

it’s understandable to -

experience -

negative emotions,

once a while;

your envy degrades-

integrity;

overdosed ego hides -

authenticity;

anger causes misjudgment;

fear drains energy;

thwarts creativity,

anxiously;

do not let -

negative feelings stay for-

longer than-

a moment or two;

keep our emotion ebullient;

It's a whole spectrum of -

emotion from-

the depths of -

exploring internal self to -

the passion for -

solving problems;

from constant negation between-

inner essences to -

exhilaration of -

self-actualization;

from trial to trust;

from curiosity to tenacity,

and a whole set in between…


We cannot expect luck to-

generate positive emotion driven actions,

can we develop-

emotional intelligence,

to deal with conflict, frictions,

thoughtfully?

Shall we streamline-

the full cycle of -

emotion flow,

to spark novel ideas,

constantly?

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Influence

Innovative global professionals should shape their perspective of value proposition, life experience, world view; culture quintessential, as well as education viewpoints.

The effects of an increasingly digitized world are now reaching into every corner of businesses and every aspect of organizations. Digital is the age of creativity and innovation, creativity is the most desired trait for digital leaders and professionals today, and innovation is the light every organization is pursuing. 

Which themes shall you set to advocate digital transformation? How to lead toward the digital future effortlessly?

  

Influence

Initiateinnovativeinfluence Influence is the cognitive ability to understand; communication skill to inspire and persuade, or “can do'' attitude to motivate. Regardless of which stage you are at the professional growth cycle, forethoughtful leaders or professionals should continue to learn, innovate or coach to deepen their influence.

Influence Nowadays we step into the digital economy with exponential growth of information and abundant knowledge; the world has been interwoven through the internet and the latest technologies, leadership becomes more interdisciplinary, influential and innovative.

InfluentialBoardPeople tend to make leadership very complex, but in its most simple form, leadership is an influence. With rapid changes and exponential growth of information, the command control style of management is gradually losing its steam. Digital leadership needs to be highly intelligent and influential, to lead through influence, not brute force. The corporate board as one of the top leadership pillars must influence and exemplify progressive leadership and help to shape an ultra-modern digital organization effortlessly.

Influencing Today we are inextricably linked, in real time and in ways far more imminent than most realize. "IN"fluence is about touching both mind and heart via inspiration and insight. Highly influential leaders or professionals need to genuinely look within their own hearts and minds, inspire, innovate, improve, interact, interpret, exemplify, encourage, learn about the barriers, and be able to overcome them to make a leap.

Influencelogic Today we are inextricably linked, in real time and in ways far more imminent than most realize. Business leaders and professionals need to become more influential and progressive, develop critical thinking skills, use common sense, and train rational thinking skills, to drive, anticipate desired changes proactively.

  The “Future of CIO” Blog has reached 10 million page views with about #10500th blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The “Digital Master” book series includes 29 books to share insight from the multidimensional digital lens and perceive the multi-faceted impact the digital era upon us is making to businesses and society. The content richness is not for its own sake, but to convey the vision and share the wisdom. Blogging is not about writing, but about thinking and innovating new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.

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Innovation

A truly innovative "story of the future" can literally revolutionize a culture, optimize innovation processes, select innovation indicators and improve innovation success rate.

Innovation is a managed process to create business advantage; the best point of view is to see innovation as a differentiated competency to deliver business value. Innovation ecosystem or the methodological environment should cover the whole innovation process, including the philosophy to apply, and methods that cover the process from idea generation to commercialization. 

The main goal of improving innovation management effectiveness is to identify the resistance behind, tackle the complexities of the innovation dynamic, and take actions to resolve them steadfastly.

Innovation analysis provides the navigation system for doing structural innovation: Innovation is not serendipity. Innovation process could be very loose on purpose; what’s very rigorous and systematic is the analysis of business issues, opportunities, or marketing dilemmas, etc. The spontaneous initiative or overly complex process can easily stifle innovation as organizations get locked into huge processes around building extensive business cases.

Deep analytics provides information on a user digestible and understandable level to generate fresh ideas, and implement them by mixing the sources and forming formulas. The analytics and feedback can be totally integrated into an ongoing innovation management system, and advancement of data-based analytics are highly likely to improve business innovation effectiveness.

Innovation excellence is based on information fluency and process coherence: Nowadays the business and the whole world are so hyper-connected and interdependent, people all over the world can share information, co-develop new knowledge and catalyze innovation. The collective learning and abundant information foster knowledge or technology transfer innovation. Information savvy organizations are designed to transform refined information into knowledge to debunk innovation puzzles.

The deeper you can integrate information into underlying business functions and perceive the holistic digital impact, the further you can reach the digital vision and pinnacle. The better the innovation capability and capacity you have, the more integrated platforms you need to engage customers, partners, etc, in the conversations, the broader you can collaborate and innovate.

Intrinsic-logic behind innovative problem-solving scenarios need to be clarified to improve innovation success rate: Nowadays, innovation logic is nonlinear, involving interdisciplinary knowledge and cross-functional collaboration. Innovative leaders and professionals leverage multidimensional thought processes, strategic reasoning skills to challenge existing thoughts, knowledge, or standards, seek additional information and experience, see things from different angles, take multipath logic scenarios to understand the interconnected issues in order to solve them innovatively.

Innovation allows one to stand out and make difference, individually or collectively.If you do not innovate, you become commoditized and even irrelevant for the long run. It's natural to fear the unknown or be skeptical of the unproven. Align innovation initiatives, resources and integration/ implementation plans with the strategic goals and objectives to build an innovation portfolio. Identifying how those goals will be reached via the lens of strategies, objectives, responsibilities, and timelines, choose innovative solutions and move forward.

A truly innovative "story of the future" can literally revolutionize a culture, optimize innovation processes, select innovation indicators and improve innovation success rate. Good innovation can leap the business to the next level of prosperity, and bad innovation can fail the business in a fatal way. Innovative organizations are more open to diverse opinions and feedback, listen to customers, take the path perhaps no one ever takes before, and become more resilient to fail forward.

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Innateresponsibility

Organizations can reach the next level of responsiveness and maturity if their business system can function more seamlessly, people, process and technology can be integrated into differentiated capabilities…

Nowadays, in the global organizations with multi-generational, multi-cultural and multi-tasking workforces, corporate leaders and professionals at different positions across the organizational hierarchy should take shared responsibilities, enforcing accountability for decisions and actions, co-shaping a culture of high performance and getting the organization moving forward at the premium speed.



It’s important to understand the correlation of responsibility, accountability and empowerment logically: Accountability is conducted inward, in that people have innate motivation to search for information, resources, take actions to make progress and complete the work successfully. Responsibility is 'accountability' conducted outward, in that the team is able to communicate frictionlessly and work collaboratively to produce the expected result successfully.

If one is accountable for a certain result, the individual has to be empowered; if an individual or a team is responsible for making a certain achievement, they need to get a certain level of authority to conduct their tasks and produce an accepted outcome. Otherwise, you cannot get over the "responsibility without authority" barriers. Employees who have the responsibility and authority to achieve finely tuned goals are highly engaged in their work, and become their corporate high-performer and GRC enhancer..

It’s important to know that responsible leaders and professionals are value constructs to earn respect: In high performance organizations, people take responsibilities to execute strategic planning or implement tactical solutions effectively. Strategic and structural workforce planning is a responsibility of all functions in the organization: which requires cross-functional collaboration between executive team, managers, finance, marketing, IT and others. It also requires seamless resource alignment and scientific work assignment.

Also, the person doing the work has to show the continuing value, respect and support each other, to get the work accomplished effectively. The business management is able to plan in a way that's highly acceptable to the team, so people demonstrate willingness and ability to play roles at different levels, generate multifaceted value and take the fair share of responsibility to run a high performance business effectively and efficiently.

It’s the co-shared responsibility to run a successful organization: Corporate leaders or managers at different levels of organizational hierarchy are decidedly different, play different roles, and are held to a different magnitude of expectations. But the common denominator to each one of them all is the responsibility they carry. It’s important to improve a sense of responsibility and balance through which it becomes possible to earn the role of trust and guiding the organization in which people work.

Business management glues up different business factors for co-share responsibility, accelerating team/organizational performance, to run an effective organization. They are always adjusted accordingly where they carry out the responsibility well, and they are roundly condemned as failures where they fail to perform the responsibility. and with what level of weight for each, for different situations. So collaboratively, organizations are able to co-share responsibility for running a successful business.

Professional maturity comes to people when they try to understand their responsibility and their role in life and work towards others, or in another way when someone shoulders the responsibility to them. Organizations can reach the next level of responsiveness and maturity if their business system can function more seamlessly, people, process and technology can be integrated into differentiated capabilities, and values are generated constantly to accelerate performance coherently.

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Illuminatesystem

Our global system is- simply not advanced enough, we should do the best, we could, in whatever capacity -we responsible for; come together in- an effective way, bringing about change, we want to see, in the world. systematically.

System is -

this side,

that side;

the interaction between-

the two side;

Isn’t our world a system,

East and West,

with interaction, interdependence of-

the two sides?


System has -

the parts interconnected to-

the whole;

the whole is superior to-

the parts;

when see the world through-

different lenses,

we see different systems,

with numerous interconnections,

interactions,

reflections,

overwhelmingly.


Our “real” world is -

much more complex,

much more ambiguous –

allowing for-

some common beliefs to -

be updated with -

world-changing-acts,

evolutionarily;

how we shape-

our understanding of truth is,

one gateway to -

discover ourselves-

within the world of systems

we are attempting to -

influence, with-

personal touch.



The world of system is-

organic, fluid, diverse,

trying to be "objective" is to-

try to let go of one's bias,

understand the world, profoundly;

system understanding of truth is-

one gateway to-

finding ourselves within-

the large systems-

we are attempting to-

think about,

holistically.


It is true of -

a variety of economic systems,

some are capitalist,

some are socialist;

some are corporatist,

some are mercantilist;

most are-

a mix of those distinct economic systems,

to keep our world dynamic, diverse,

hybridly.


Our global system is-

simply not advanced enough,

we should do the best,

we could,

in whatever capacity -

we responsible for;

come together in-

an effective way,

bringing about change,

we want to see,

in the world.

systematically.

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Illuminateaccuracy

The tides of change, waves of - disruptions indicate- we couldn’t predict- the future with - a certain degree of accuracy...

People all have-

different perceptions,

It is always beneficial to-

communicate,

interpret-

what you see,

accurately,

to grasp reality, objectively;

when multiple heads with -

cognitive differences,

come together to-

interpret outcomes, collectively.


There’s no “perfect” data in -

Big Data world,

accuracy, compromise will continue to-

coexist across-

the span of information,

dynamically;

the tides of change,

waves of -

disruptions indicate-

you couldn’t predict-

the future with -

a certain degree of accuracy;

can you apply-

critical Thinking to -

gather a mass of information,

break it apart,

reconstruct it with-

a level of accuracy,

project futuristic events,

logically?


Communication is complicated because-

there are differences in-

goals, contexts.

can you perceive

objectively,

validate data,

scientifically,

interpret meaning,

accurately,

lubricate, integrate, harmonize,

the global world,

insightfully?

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Initiativesofrenewal

In practice, innovation focus and capabilities an organization demands depend on the circumstances the business is in.

Digital makes a significant impact on every aspect of the business from people, process to technology, both horizontally and vertically. It is like a gigantic puzzle with many misplaced pieces, you have to put them all in the right places to discover the real meaning and unleash its full potential.

The purpose of the book “Digital Maturity: Take a Journey of a Thousand Miles from Functioning to Delight” is to envision the future of the business, articulate the very characteristics of digital organizations; reimagine the interdisciplinary and hyperconnected digital ecosystem; fine-tune processes and structures of the digital business; develop the best and next practices to charter the digital paradigm shift seamlessly; leverage information & technology as the linchpin of the digitalization; take a holistic approach to measure digitization effort; avoid pitfalls and barriers on the way; and make a leap from doing digital to being digital effortlessly.

Initiatives For Renewal

Innovationrenewal Innovation is for reimagining the future of the organization; renewing business energy to disrupt, rather than being disrupted, and reinvent the company with differentiated advantage. In a fundamental view, innovation is a process and every process needs to be managed. Different types of innovation should be managed via tailored management processes.

InitiativestorenewalVariety, complexity, diversification, and interdependence, are the characteristics of the business ecosystem. Digital organizations today are always on and always connected. To explore the emerging business horizon, you have to understand what it means to the business and get to know the external changing environment or the hyper-connected business ecosystem, fine-tune business processes, structures, and management disciplines to improve business agility and renew business energy.

A InitiativesofrenewaBod The contemporary corporate board as the top leadership team plays a significant role in advising and monitoring business management. The BoDs should also walk the talk to digitize the boardroom with strategic imperative because often the digital tone is set at the top and echo spirally to all levels of the organization. So, how to synchronize the board evolution with the digital transformation and re-energize BoDs to get digital ready?.

Initiativesforchestration The goal for running a dynamic digital business is to create an organization in which change is the norm and happens all the time, thereby, delivering faster and increasing market share as well as improving the overall business maturity.

Uncompromisedrenewal Do not see -sustainability as -liability only, but look at it as-a driver of innovation.

The “Future of CIO” Blog has reached 10 million page views with about #10500th blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The “Digital Master” book series includes 28 books to share insight from the multidimensional digital lens and perceive the multi-faceted impact the digital era upon us is making to businesses and society. The content richness is not for its own sake, but to convey the vision and share the wisdom. Blogging is not about writing, but about thinking and innovating new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.

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Illustratecoherence

Professional coherence is conveyed via consistent outlooks, step-wise actions; strong disciplines; solid practices…

Our co-share world is -

an informative, interlaced,

hyper-connected ecosystem,

with increasing pace of -

change, continuous disruptions.

coherence is about -

logic, consistency, lubrication;

the coherence of-

internal state is supported by -

the coherence of-

outward consistency;

coherence of change is -

achieved via -

coherent thoughts,

attitudes,

actions..


Information coherence improves-

flow -

mind flow, idea flow, business flow;

process coherence enforce-

clarity in change,

in decision, understanding,

in problem-solving;

the broader the reach of -

processes,

the more diffuse the truth becomes,

the more important to keep-

process coherent.

holistically.


Professional coherence is

conveyed via

consistent outlooks,

step-wise actions;

strong disciplines;

solid practices;

behavior coherence stays focus,

enhance resilience,

even under -

extreme pressure,

in seeking-

the balance of -

growth, stability,

optimally.

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Illuminatereal

The truth is that-things could change, with time flowing ahead, slowly; can we keep- peeling back the layers, discover the real cause, address it logically?

Every inspirational being is -

clinging to-

enlightenment;

if the world is really open.

we don't believe in -

any dogmas,

we just seek;

our mind is not cluttered,

we are free, really.


The real goal of -

original thinking is to -

unlock unlimited imagination,

generate fountain of ideas,

fluently;

the creation bears -

its own signature of -

truth communicated in-

time from mind flow.

demonstrate real fairness,

fulfilling, wisdom…


Real Thinking comes with-

quieting your mind

"real" understanding occurs when-

you look for -

profound thoughts,

in times of conflict,

of strife,

of needs,

be able to -

look ahead,

make impact via-

articulating what you think,

create value, influentially.




Truth is -

the worthwhile journey,

we all pursue;

to search for -

the best answer,

we could,

each one of -

us should ask-

what are -

real facts and circumstances,

need to keep involved;

what’s the real problem,

underneath,

in order to obtain-

a big picture, holistically;

the truth is that-

things could change,

with time flowing ahead, slowly,

can we keep-

peeling back the layers,

discover the real cause,

address it logically?

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Innovativeleadership

Leadership competency is multifaceted, interrelated with the trait and experience to improve its maturity.

Organizations are complex, societies are complex. In today’s “VUCA” new normal, leadership and management practices are complex. Leadership is not just soft skills, but hard capabilities. There are all sorts of gaps that need to be closed. 

Organizations not only need good managers to take care of today’s business but also have to grow the future leaders to leapfrog their companies for long-term prosperity. It’s important to convey leadership philosophy, develop best and next practices, and build influential leadership profiles and reputation all the time.

Innovative leadership: The very goal of leadership is to lead people through progressive change. Creative leadership is essentially anchored on- the leader's overall multifaceted resourcefulness, structural flexibility. Competent leaders with unique strength spur creativity with confidence, pursue the goal with persistence, and practice leadership discipline with openness. Organizational leaders need to understand that it is the process, instead of maintaining hierarchy, that will create and enforce the collective mindset of creativity through cross-boundary collaboration or co-operation. They appreciate talent, embrace diversity, and enhance inclusive leadership.

To breakthrough thinking ceilings, you need to build solid thinking blocks. Healthy competition motivates us to scrutinize ourselves, others, and practice innovative leadership accordingly. Shaping fitting mindset and spurring creativity is an important step in breaking through conventional understanding or outdated knowledge. Predicting and shaping human behavior is hard and there is always going to be an error so expectation setting is of great importance. Innovative leaders who are able to overcome such challenges faster will see their organizations thrive, disrupt their competition and win.

Investive leadership: Leadership develops daily, not in a day. It's a process. Leadership is also like investing, it compounds. It is about leading others the way you would want to be led. It is about developing leaders who can then develop other leaders. It’s about observing deeper and seeing around the corner, having an in-depth understanding of cause and effect based on the identification of relationships and behaviors within a leadership model, context, or scenario.

All the leaders should be good and continuing learners with their own styles, enhancing a healthy cycle of learning-doing-improving. They invest in energy, time, and resources in building professional competency. They also invest in people by understanding them empathetically and leading them to change smoothly. There needs to be a fair balance of ‘stretch objectives’ and reasonable goals. The leader then encourages followers to explore different possibilities and think in new, innovative ways. The management digs into the root cause of problems, rejuvenating progressive changes. This is a function of things like basic mental framework and emotional intelligence.

Inclusive leadership: The global world is diversified and informative. Leadership is about focus, how to become more inclusive, and take a proactive approach to solve problems. It is about providing direction, both for oneself and others. Laser focus on things that really matter, be selective on the knowledge you should learn, the people you try to communicate with; the processes you should optimize, the goals you intend to achieve. The mental models through which you understand past experience deeply influence how you imagine the future, recognize the connections and interdependence, gain sufficient knowledge and unique insight to make an influence.

It is imperative to bridge differences by closing leadership blind spots and building a culture of inclusion.The often described attributes of leadership competency include such as intelligence, creativity, inspiration, inclusiveness, learning agility, global empathy, etc.The fundamental challenge in transforming organizations towards valuing people-centricity, and joy in work is both cultural and philosophical. As such, it becomes far more about understanding and motivating others to take initiatives for changes, enabling the advancement of global society


Leadership competency is multifaceted, interrelated with the trait and experience to improve its maturity. The strong leadership comes through what you learn, endure and go through, and how you use that to cultivate a positive attitude, and amplify leadership influence..

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Initiatives

Prioritize things, make use of clear targets, communicate effectively, set the right priority, bridge resource and investment gaps.

With the faster pace of changes and continuous disruptions, organizations today have to be learning agile, continue developing dynamic capabilities for leading their business forward. Thus, planning and forecasting become challenging, and often planning fallacy turns to be a business reality. 

The degree of planning has a positive correlation with the degree of uncertainty and unpredictability. Good planning and implementing are goal-directed, purposeful, and intelligent, to reach defined goals effectively.

It's important to define a set of strategic goals to produce higher than expected results: Change is part of the business' new normal. If you are information-driven, you do the strategic planning that helps to define the eventual goal. Such goals should be really tough but reachable, clearly defined, cautiously optimistic. Strategic thinkers set the goal first, then decide how best to reach it.

The forward-looking companies, and those organizations achieve long-term performance success, nearly always evolve their vision, mission, strategy, goals with the changing times and market conditions. Such planning should have passed an eco-check in business management, build a comprehensive roadmap to achieve business strategy step by step in a measurable way.

It’s one of the scientific methods to use retrosynthesis for implementation scenarios: Start at the ideal state of “to-be", then take a backward scenario for building needed business capacity to reach goals in a structural way. Business management develops the plan in backward thinking from the goal in order to define the critical pathway and which steps need to be fulfilled by when and who in order to reach the goal in time.

Such an approach advocates the scientific methods of researching, creating hypotheses and taking retrosynthesis processes to approve or disprove those hypotheses, with the intention to solve problems by “keeping the end in mind,” and making continuous improvement. The management teams reflect on what happened in the iteration, make sure there are no gaps, and identify actions for going forward via improvement and incremental goal achieving.

Involve every employee to have their set of professional goals, to participate in the development and execution of business goals, strategies and tactics: It should strongly encourage employees to do self analysis, self management, and take consistent effort to unleash their potentiality. High potential employees are those who understand that learning, talent development is a lifetime experience, and then their experience will be a building block of developing professional competence and contributing to achieve business goals.

In management practice, there is a danger of not having a process to "develop and nurture" potential and performance. It’s always important to refine people’s professional experiences and what was going on when they felt most engaged and alive, and how to evaluate the performance of employees in a more objective and continuous way. Business leaders need to define who you need to have those responsibilities and talents, forecast the roles you need to navigate the planning-implementation journey driven by emerging trends and ensure calculated business results being achieved.

In order to make smooth implementation, the strategic planning needs to get to the level of specifically achievable goals, prioritize things, make use of clear targets, communicate effectively, set the right priority, bridge resource and investment gaps to enforce successful capacity planning and holistic resource management to improve implementation agility, enhance an iterative planning-implementation continuum

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Ignorance

Riding ahead of the change curve takes vision, strategy, courage, methodology, principles, and practices.

Digital makes a significant impact on how we think, live, and work. There is the mix of old and new, physical and virtual, order and chaos. We are in a time of tremendous change, the dawn of the digital age, the path to the next level of digital maturity, also in the era of confusion and information overload. 

Therefore, it’s critical to identify, understand, and avoid pitfalls, discover strategic and predictive pathways to change, increase confidence, position a brand and leverage resources to make the digital paradigm shift effortlessly. Slideshare Presentation

Ignorance

Ignorance With “VUCA” digital normality, business leaders today need to keep navigating the unknown and build up the team which includes the complementary mindset, diversified background, and different skillset to co-solve over-complex problems.

Ignorance In Problem-Solving Fundamentally every work is the problem-solving continuum. Any problem is the right problem if there is an attempt to find a solution for making progressive changes. It becomes about addressing the correct need and perhaps the problem becomes how to identify the need at the right level. Good problem-solvers take a proven approach to fix the issue efficiently; great problem-solvers dig through the root and take care of a series of issues effectively; wise problem-solving masters can prevent or dissolve the problem effortlessly.

Illustrateroadblocks The art of innovation management is to spur creativity for unleashing collective human or business potential. The science of innovation management is to make things predictable, process reliable, and procedure under-control in order to achieve high performance results quantitatively and qualitatively.

InertiaOrganizations large or small are experiencing the dynamics of information exponentality and unprecedented uncertainty, they are also at the different stages of the digital paradigm shift. However, culture inertia is part of business reality. Either at the organizational or societal scope, culture is complex and often invisible. Levels and ways of inertia manifestation could be a criterion for measuring organizational health.

UnderstandNegligences Businesses are complex, people are complex, and the world is complex. With overwhelming growth of information and continuous disruptions, many organizations are at the crossroad, either making a radical digital transformation by taking out-of-box thinking or continuing with “we always do things like that” mentality” and become irrelevant gradually

The blog is a dynamic book flowing with your thoughts; growing through your dedication; sharing your knowledge; conveying your wisdom, and making influence through touching the hearts and connecting the minds across the globe. The “Future of CIO” Blog has reached 11 million page views with about #10500 blog postings. Among 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. Blogging is not about writing, but about thinking and innovating new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.

Read More