Archive for the ‘INSPIRE & INITIATE’ Category

Why America’s patent system needs to be reformed, and how to do it

Tuesday, August 23rd, 2011

From The Economist: http://www.economist.com/node/21526370

ON AUGUST 15th Google bid $12.5 billion for Motorola Mobility, a troubled American maker of mobile phones. If the purchase goes through, it will be Google’s largest ever acquisition, almost doubling the size of its workforce. The attraction for the internet giant is not the handset-maker’s 19,000 employees nor its 11% share of America’s smartphone market, but its portfolio of 17,000 patents, with another 7,500 in the pipeline. This will bolster Google’s puny arsenal of around 2,000 patents, hugely strengthening its position in current and future legal battles with its more heavily armed industry rivals. Having been defeated in a recent auction of patents belonging to Nortel, a defunct Canadian telecoms firm, Google was clearly desperate to win Motorola’s portfolio: its offer valued the company’s shares at a 63% premium over their closing price the previous Friday evening.

 

The basic idea of patents is a good one: an inventor is granted a limited monopoly (20 years, in America and elsewhere) over a technology in return for disclosing the details of its workings, so that others can build upon the invention. Advanced technologies are thus made widely available, rather than remaining trade secrets, spurring further innovation. In some industries, notably pharmaceuticals, it is doubtful that the huge investments needed to develop new products would be made without the prospect of patent protection.

In recent years, however, the patent system has been stifling innovation rather than encouraging it. A study in 2008 found that American public companies’ total profits from patents (excluding pharmaceuticals) in 1999 were about $4 billion—but that the associated litigation costs were $14 billion. Such costs are behind the Motorola bid: Google, previously sceptical about patents, is caught up in a tangle of lawsuits relating to smartphones and wants Motorola’s huge portfolio to strengthen its negotiating position (see article).

What has gone wrong? The prizing of patent quantity rather than quality—lawyers are said to compare portfolios by measuring the heights of their respective piles—is one cause for concern. A second is the rise in dubious patents, particularly in the fields of software and business methods, that should never have been awarded. This leads to the third: the growing problem of “patent trolls”, or firms that treat patents as lottery tickets and file expensive, time-consuming lawsuits against companies that have supposedly infringed them.

A blueprint to improve the machinery

A patent-reform act is about to be passed in America, but it has been so watered down that it will fail to make much difference. Three much bolder reforms are needed.

First, patents in fields where innovation moves fast and is relatively cheap—like computing—should have shorter terms than those in areas where it is slower and more expensive—like pharmaceuticals. The divergent interests of patent-holders in different industries have held up reform, but there is no reason why they should not be treated differently: such distinctions are made in other areas of intellectual-property law. Second, the bar for obtaining a patent, particularly for software or business methods, should be much higher (as it is in other countries), and the process of re-evaluating bad patents should be more open and efficient. Finally, there should be greater disclosure requirements of the ownership of patent portfolios, and patent cases should be heard by specialised courts (as happens in other areas of law), rather than non-expert juries in advantageous jurisdictions in Texas. That would make life harder for trolls. These fixes would help America’s patent system encourage innovation rather than litigation.

Intelligence Lost: Seven Innovative Steps to Ensure Boomer Retirement Doesn’t Create Knowledge Vacuum

Tuesday, August 9th, 2011

The U.S. business community is facing a war of intelligence attrition. Fortune 500s will see countless experienced knowledge workers walk out the door over the next two decades. The U.S. Armed Forces are losing millions of officers and key personnel to retirement.

For even those companies that thrive on innovation, the numbers are daunting – and demand action. Some 900,000 white collar workers from the Executive Branch of government, and another 5,400 federal executives, will be up for retirement over the next decade, according to an August 2007 study from Tandberg.

A McKinsey Quarterly survey in 2007 found that the Baby Boomer generation is “the best-educated, most highly skilled aging workforce in U.S. history.” Though they’re “only” about 40% of the workforce, they comprise more than half of all managers and almost half of all professionals, like doctors and lawyers.

Many are preparing to leave – and American leadership isn’t prepared to lose them. To paraphrase one-time presidential contender Ross Perot, that “giant sucking sound” being heard across the business landscape is the vacuum of combined knowledge locked up in the heads of millions of baby boomers heading off into retirement.

As the boomer generation (those born between 1946 and 1964) retires, executive leadership faces a daunting task: How to ensure key intelligence and know-how doesn’t walk out the door when they retire. The loss of business intelligence and corporate knowledge, especially in R&D-focused companies or organizations, could amount to billions of dollars in lost intellectual capital. Leaders must act fast.

Even those organizations with young employees must consider knowledge management. Knowledge loss also occurs as key personnel resign or are lost to illness or tragedy, taking with them a trove of irreplaceable knowledge.

The question becomes: How do leaders keep the older generation actively engaged so that process of extracting and archiving key information is interesting, challenging and rewarding?

-          Establish and share rules of and rationales for engagement. Determine how information gathering will be accomplished – for example, by questionnaire, survey, online system, etc. Will sales people drop into the contact management system such key nuggets as a client’s admin’s name, or the client’s birthday, or his preference to be called Robert, and not Bob, thus strengthening key relationships? If so, be sure to tell the entire organization to do this – and why this is should be done.

-          Scan the personnel landscape. Create a database charting individual or shared “expertise clusters” across the organization. Use relationship software or “spiders” to track knowledge by department and employee (See exhibit example). Learn, cross-reference and document where key knowledge or competencies reside. If a key term or phrase were searched by project or product, specific individuals’ names should come up.

-          Set up a database or system for collecting information. This is especially important in larger organizations. It’s not enough to do a “knowledge dump” from one person to another. Resignation or illness could strike, leaving the company in the same situation again. Create a sustainable “Knowledge Library” system to capture key data, information and processes. Databasing solutions can be as simple as a shared Excel spread sheet, or use of enterprise collaboration platforms like Confluence (http://www.atlassian.com/software/confluence/), Socialtext (http://www.socialtext.com/) or TWiki (http://twiki.org/). Easy to create, update and maintain, sharing knowledge across the organization becomes a simple process.

-          Create a home for – and invite – nuanced info. At my old company, we manufactured screw-on pumps that turned liquid soap into foam. Early on, clients called about “leakers” – pumps that loosened during shipment. Our president discovered the right amount of “let off torque” to keep them in place. Because how much torque varied by bottle type, such experience-borne knowledge could not be written in customer instructions. Soon after, he took ill and left the company – but not before writing this key bit of pass-along information in a reference manual used by everyone who’s come after him.

-          Build bridges early on. Like a mentor / apprentice relationship, encourage interaction between the generations. This can foster an esprit de corps and facilitate a transfer of knowledge across ranks and age groups.

-          Host events to bring people together. Monthly breakfasts, after-work happy hour “spit & whittle” chats, and other informal exchanges can create opportunities for verbal or hands-on knowledge sharing. Hold a seminar in effective knowledge-sharing principles and practices; invite the entire organization.

-          Use social media and online tools. Create a closed group on LinkedIn, subscribe to an online whiteboard or collaborative application, create a spreadsheet or chart on Google Docs, set up a blog, forum or company intranet where retirees can return online and enter insights they recall after leaving the organization. Don’t be afraid to “crowd source” new ideas from retirees by sending eblasts or messages via group tools.

-          Make knowledge sharing a continual, perpetual habit, not a one-time act. Encourage people to document and share what they know. Invite, even incentivize retirees to return to share solutions later when they may recall something they’ve done in the past.

Remember, no tidbit is too small. It’s just not about the knowledge behind what they did. Gather details regarding the work-arounds they devised and the minutia involving their otherwise undocumented experience of things that work – and things that don’t. Even informal practices – like a workflow system that has proven effective – must be put into writing for archival and sharing purposes.

Boomers are retiring. Years of hard data and soft know-how is preparing to leave your organization. Are you prepared to avoid the vacuum?

 

By Robert Brands with Jeff Zbar [www.gotwords.biz]

 

Robert F. Brands, a veteran corporate executive who now consults with companies worldwide and author of Robert’s Rules of Innovation (www.robertsrulesofinnovation.com). Brands, a senior executive for companies like GTE, Kohler and Rexam, is president and founder of InnovationCoach.com. Having gained hands-on experience in bringing innovation to market, creating and improving the necessary product development processes and needed culture, he delivered and exceeded bringing “at least one new product per year to market” resulting in double digit profitable growth and shareholder value.

 

Innovation and How to Harness the Creative Mindset

Tuesday, July 26th, 2011

Every organization has a diverse group of personalities that respond differently to particular management styles. The creatives of an organization are often the group that stands out and may be misunderstood. How are creatives perceived in your company? What is the nature of the creative type, and how can they best be managed for the purposes of achieving Innovation?

First, let’s describe what creatives are like. Highly charged creative types may act out or resist when they feel restricted by the confinement of corporate culture. Some creatives may prefer to work alone, in the refuge of their own private work space until they emerge with an “Aha!” moment or solution to a vexing problem. In meetings and NPD ideation sessions, true creatives are the ones that are not afraid to ask the most challenging, thought-provoking questions to dive head-first into a problem. They do it out of sheer intellectual curiosity and the thrill of probing a conundrum – that is where they work best. It is that kind of curiosity that leads to Innovation for a business, and in turn brings profitable growth and shareholder value for the company.

The best way to harness the creative mindset is to take away restraints in the beginning. During ideation sessions, do not kill the creativity with statements of, “That will never work,” or “We tried that before and…”  The best way to extinguish the creative flame?

  • Dominate the creative process and alienate team players.
  • Ignore or override input from the group.
  • Refute recommendations by saying, “That won’t work because…”
  • Fail to recognize creatives’ contributions.

Instead, you can apply the practical real-world filters later on in the process, but listen to what creatives have to offer first. Provide a space to share ideas without fear of failure and you may be surprised at what you’ll find. Reward those great ideas that attribute to Innovation. For creative types, money is not the only motivation – recognition for achievement is a key driving force as well.  The creative players on your team may be a willful, determined and passionate bunch, but they need to feel empowered to do their best work and it is your job as the Innovation champion to keep that flame alive.

 

For more tips, see “Robert’s Rules of Innovation” on how to bring out the best in your team members and guide them towards a path to Innovation.

 

Defeating Devil’s Advocates to Become an Innovation Champion

Tuesday, July 12th, 2011

In an organization, it’s human nature to resist change and to stick with the status quo that’s often more comfortable and safe. Some of your teammates in your company may be devil’s advocates who claim they want what’s best for the business while they oppose initiatives for Innovation. As a leader and innovator-in-chief of your company, it is critical to drive the culture of Innovation throughout the organization even in the face of opposition.

To defeat devil’s advocates, first you must examine why innovation efforts fail. A major reason is tied to an organization’s culture and its people. In a BusinessWeek survey of top-ranked companies in Innovation including Google, Apple, 3M, Toyota and Microsoft, the companies attributed their success to the avoidance of certain culture-related issues. These issues included Innovation that was only “lip service” – all talk and no support. Having isolated initiatives instead of an ongoing culture of innovation was a deterrent. Fragmented support within the company was certainly an Innovation killer, as well as resources concentrated by certain innovation blocs.

So how does one defeat the devil’s advocates to become a true innovation champion for change? I asked Nic Hunt, Director of Innovation for an international manufacturing corporation, who takes a three-step approach.

1. Define the desired culture. What does Innovation mean for your company? Quantify your goals, in terms of sales numbers and time frame, which will identify and justify the resources needed to achieve the goal. Identify who will be your key players from all departments within your organization.

2. Establish the foundation. Create an identity or brand for innovation in terms of something the business engages with, that becomes the overarching theme for programs and initiatives created over time. Then establish the framework necessary to achieve Innovation, such as quarterly idea reviews, monthly development meetings, brainstorming sessions, off-site team activities or recognition programs. Build a calendar and stick to it so these initiatives are taken seriously and do not fall off the map.

3. Engineer sustainability. Develop a system that brings the Innovation program to life such as awards, patent recognition badges and innovator lunches. Share success stories of great examples of teamwork that led to superior outcomes. Create regular activities that help build a sense of purpose and spread excitement of the new innovation program. Building morale sets the stage for organization members to want to actively participate and have their voices heard.

A successful innovation strategy is multi-faceted and involves many methods, but leads to big pay-off in the end. For the full guide on achieving innovation, see “Robert’s Rules of Innovation: A 10-Step Program for Corporate Survival“.

Greenwashing: Electric Cars and Innovation Stalled

Tuesday, June 14th, 2011

Electric cars seem like the socially conscious, feel-good investment among environmentally friendly consumers. In corporate boardrooms, the innovation seemed well liked indeed.

 

What’s not to like? Cars like the Nissan Leaf and Chevrolet Volt reportedly can drive for a day or more on a full electric charge. The Toyota Prius reduces a tank full of exhaust to the whir of a hybrid electric/ gas engine.

 

The numbers are astonishing. The Nissan Leaf is considered the most fuel efficient vehicle in the U.S., tallying 106 mpg on the highway, and 92 in the city. The Volt gets 95/90. The Smart fortwo electric drive gets 94/79. Compared with the 16-cylinder, eight liter Bugatti Veyron, which chugs one gallon for every eight miles, the electrics and hybrids are downright stingy.

 

Manufacturers are riding the hype to strong brand awareness. Nissan’s international brand appeal accelerated at 17% – more than that of any other automotive brand, notes Millward Brown Optimor-devised’s “BrandZ Top 100 Most Valuable Global Brands” . Analysis attributed the growth of Nissan’s brand awareness to the debut of the Leaf. After all, it had been named both European Car of the Year and World Car of the Year, both for 2011.

 

Turn back the leaf – or look behind the hard-to-find recharge stations – and you’ll find deeper questions about electric cars. Prices are high, charging stations remain scarce, re-charge cost is unknown, batteries are expensive to replace – and environmentally costly to dispose of.

 

The real question to ask: Is society being “greenwashed” into accepting electric cars? Like whitewashing, greenwashing is the process of covering up a questionable product’s failings in the cloak of environmental friendliness. Buying products made of recycled packaging; ethanol-enhanced gasoline or an electric car is a good first step toward environmentally friendly consumer practices.

 

Just know the whole story. Consider “range anxiety.” This new mental issue plagues owners of electric cars. Owners wonder how long their vehicles will last on a charge. In Europe, a variety of facilities have been built (or are under consideration) to charge vehicles away from home.

 

To that end, the availability of a charge remains a persistent challenge to full consumer acceptance. In Europe, charging stations are comparatively more easily available than in the U.S.

 

The key issue for any concerned consumer is: Where’s the power coming from? Most electricity in the U.S. comes from nuclear facilities or power plants that burn coal or fossil fuels. If an electric car consumes electricity from a charging station itself fueled by a power plant that uses fossil fuel, isn’t the car essentially consuming fossil fuels?

 

What are the “true green” alternatives for today’s electric cars? Solar panels on the roof of homes, feeding power directly to the charging station are one option? Another could be solar panels incorporated into the roof or body of the vehicle itself. Or wind powered recharging stations? We’d first need widespread use of wind farms to bring that solution to bear.

 

Apparently, American consumers aren’t buying it. Sales figures remain soft, leading some to surmise that these vehicles are slow to turn the corner toward broad acceptance.

 

More than innovation will be needed to charge life into the electric car. One only hopes that from the boardroom to the garage to the neighborhood charging station, solutions emerge that shift these vehicles into the next gear.

 

 

By Robert Brands with Jeff Zbar [www.gotwords.biz]

 

$4 Per Gallon Gas = Energy Innovation

Tuesday, June 7th, 2011

Long lines at the gas pump weren’t the only product of the twin energy crises of the 1970s. A legislative push toward energy conservation and innovation were also born as a result.

And that’s why one expert believes the skyrocketing price of oil will do the same in 2011.

“History has proven that innovation in the energy industry has almost always been driven by high consumer prices,” said Robert Brands, a veteran corporate executive who now consults with companies worldwide and author of Robert’s Rules of Innovation. “When we had cheap and abundant oil – and low gas prices – during the 1980s, energy exploration and innovation slowed to a halt. We didn’t need it, and we didn’t see an end in sight to the steady stream of oil from the Middle East. So, investors held back funds for new technologies, oil companies stood pat and conservation became a four-letter word.”

According to the Pacific Northwest National Laboratory for the U.S. Department of Energy, more than $172 billion dollars of government money was spent on new energy technology between 1961 and 2008, with the bulk of it being used during the 1970s. In the 1980s, the spending accounted for only 1 percent of all federal investment.

Brands believes that oil companies, besieged by Congress over taking huge tax breaks amid record profit reports, could earn some much needed political points by taking history’s cue and putting some of that money back into energy innovations.
“When you look at the broad spectrum of what the oil companies are making and compare it to the rate of innovation in alternative energy, it’s like comparing Mount Kilimanjaro to a grape,” Brands said. “Now, most consumers aren’t aware of that truth, because oil companies and ad agencies are very good at making it look like alternative energy is humming along when it’s not. While consumers may not connect those dots, they are very aware of the headlines that show record oil company profits combined with massive tax breaks – especially during a time when federal deficits are threatening them, their children and their children’s children. Today’s energy innovation is a fraction of the total and what should be spend. What’s more, the same old song and dance the oil companies offer with regard to touring how much of a percentage their research and development expenditures are as compared to revenue is a joke, and absolutely no guarantee of success.”

Brands wants oil companies to spark innovation not only because of the positive press it will net, but also because it’s the right thing to do.

“The truth is that many scientists are beginning to calculate an end to the fossil fuel era, because one day, we will run out,” Brands added. “Innovation in this area has been driven by high prices and it has been driven by shortages. When we begin to run out, we’ll experience both, and it will be too late to innovate. We need to do it now, when our resources to commit to it are abundant.”

About Robert Brands

Robert F. Brands, a veteran of companies like GTE, Kohler and Rexam, is president and founder of InnovationCoach.com. Having gained hands-on experience in bringing innovation to market, creating and improving the necessary product development processes and needed culture, he delivered and exceeded bringing “at least one new product per year to market” resulting in double digit profitable growth and shareholder value.

 

Keep the Idea Highway Open to All

Tuesday, May 31st, 2011

Innovation advances your company towards the future – generating new products or services, boosting profits and increasing stakeholder value. To develop Innovation, the first step is to Inspire and Initiate your organization’s members. Innovation leaders need to provide the right support, both material and emotional, to stimulate new product development (NPD).

What are effective methods of inspiring innovation? For starters, keep the idea highway open to all. Good ideas can come from anywhere within your company and from any level. Communicate your innovation goals to the organization and encourage everyone’s feedback. Setting regular monthly in-person NPD meetings will ensure that the innovation process doesn’t fall off course. Hold your team members accountable for attending on time and actively participating at each meeting. Monitor progress, make new decisions and set target goals for the next meeting to steer the innovation process along.

The best way to stimulate innovation is to take team members out of their regular comfort zones. Knock down silos in the organization so that groups who don’t typically interact can form cross-functional teams. Take innovation champions from marketing, operations, finance, sales, customer service – or any other department of your company – and communicate to them simply and clearly your innovation goals and how your vision will shape the future of the company. By working with other departments, team members can see how their position fits into the organization as a whole and how they can contribute their specialized knowledge.

Innovation is the lifeblood of any organization and in order to achieve it, CEOs and Management team should lead by example. Encourage, inspire and initiate your team to be creative and to make breakthroughs. Let them dare to take risks, and accept failure along the way as a minor setback for the price of Innovation. By openly communicating and providing ample support, your team members will trust in you as a leader who wants to inspire a culture of Innovation.

Innovation and the Necessity to Inspire

Sunday, October 24th, 2010

In order for organizations to successfully achieve Innovation – the lifeblood of any company – Robert’s Rules of Innovation gives ten imperatives to follow in order to attain sustainable growth. The ten imperatives begin with the first step that needs to be accomplished before any progress can be made, and that is to Inspire and Initiate. After all, every team needs inspiration to begin a New Product Development process that will drive them towards successful Innovation.

Inspiration for companies comes from the leaders, so it is the leader’s responsibility to initiate and drive the innovation program. For the program to be taken seriously and incorporated as part of the company’s culture itself, the CEO or designated leader must set a schedule of regular meetings. Regular, in-person meetings are the only way for team members to accept the serious non-wavering intentions, recognize the goals and deadlines of the project and ensure that the innovation program will not just fall off the map. It’s easy to instruct team members to be conscientious of Innovation, but new products will not come to fruition unless members feel a sense of accountability and urgency for the NPD process. (more…)

Inspiring Corporate Entrepreneurship to Fuel Innovation

Wednesday, March 17th, 2010

It’s been said that successful people either are entrepreneurs – or think like entrepreneurs.

Look around your company. Are you surrounded by “entrepreneurs”? Is your team comprised of people who take ownership of any project or task that comes across their desk or inbox? Do they embrace challenges, possess the process, and take responsibility – for successes and failures alike? (more…)

Does a ‘Chief Innovation Officer’ Inspire Your Team?

Monday, November 2nd, 2009

Who inspires your team?
Who develops the ideas, promotes an environment that fosters creative camaraderie, nourishes espirit de corps – and steers the organization toward greatness?
In short, who is your Chief Innovation Officer?

Every organization that grows by creating new products or services or aspires to out-class the competition needs a Chief Innovation Officer, or CIO.
(more…)