Cense Ltd.

Inspiration, Innovation and Impact

Fresh Start Effects and Change-Making

by

“The best time to plant a tree is 20 years ago. The second best time is now”

– The Internet.

The above quote points to two key truths about change-making: It’s always possible to create a new start and starting matters.

If you are looking to create change within your organization, team, or yourself you need to start somewhere. While it might be true that starting saving for your future makes a bigger difference when done early, that doesn’t negate what you can do today.

Starting and Starting Over

We don’t need elaborated moments for making change happen and waiting for the perfect opportunity to take action is usually a means of avoidance. We just need a new beginning.

The good news is that it’s available to us at any time.

Research by Katy Milkman and others has shed light on why we often use significant dates — things like birthdays, anniversaries, or calendar changes – to make a change happen. This is called the Fresh Start Effect.

Milkman’s research suggests people are much more likely to start and sustain changes if anchored to a specific date or event and that using a ‘start’ can enable them to re-start change attempts that fail. Considering that many of our change attempts end in failure, this is significant.

How To Fresh Start

What does a fresh start look like in practice? The first thing is having a date — the planned start to the change. Your date needs to be significant although that significance can be arbitrary. Whatever the reason, your date must have some meaning to you (and those you’re working with).

The second issue is commitment. Take the date seriously. It’s why anniversaries or significant cultural events (e.g., back to school, New Year’s Eve, holidays) are often chosen – they are symbolic.

The third is a need for persistence. Persistence means continually working on the change even if it starts to fail. The exception is if the change no longer is needed. If you fail, start again.

Evaluation is the last thing you need to do. Evaluate your efforts, make the feedback visible, and make changes to your strategy if it is not producing results.

Bring these together and you can create a new beginning today to create a better tomorrow.

Go plant that tree.

Do you need or want help setting this up for you and your organization? We work with leaders, managers, and founders to create change in people and organizations and create a fresh start for them. Contact us to learn more.

Photo by Johann Siemens on Unsplash

Perspective Taking Circles

by

The power of perspective is one of the things that differentiates high output and impact innovators from others. It’s easy to get lucky or have good timing, but it’s another to create value when those things don’t happen.

One of the ways we do this is by engaging in some perspective-taking. This simple exercise and question set can help build some of the ‘thought muscles’ that can help encourage us to see, imagine, and engage things differently for creative benefit.

The Exercise

This works best when physically in the same space and can work online as well. What you need is to create a space where people can re-position themselves against a central object that can be almost anything except a ball (because it looks the same from every angle). Place your participants around the object with a comfortable space to sit or stand.

You can do this virtually using a dynamic space like Kumospace or some other virtual reality-like environment. It can also work using a board like Miro or Mural with some designed object in the middle, but it is more awkward.

The idea is that everyone has a chance to literally see things from a different point of view.

This can be done as an observation exercise but is more enhanced when it is combined with drawing. Asking people to draw what they see — no matter what kind of skills or abilities participants have with sketching — is a great means to engage people in thinking more deeply about their perspective.

Once individuals have had time to observe and reflect on what they see, the next step is to have everyone share their perspective. This is where drawings are useful as people can speak to what they drew as drawing focuses us on certain elements and provides a means to account for those perspectives. It also allows others to point to the drawing and make specific, not general comments.

It’s that specificity that is key to illuminating and articulating differences of perspective.

Uses

The role of this method is to reveal how where we sit in a system — even a small one of people interconnected around a shared experience of an object — can have remarkably different perceptions of the same thing in the same space.

It begins to build cultural practices around creating space for exploring and sharing perspectives within an organization and can serve as a base for better organizational design and learning.

It’s simple, engaging, and revealing in its method.

Inspiration As Outcome

by

Anyone working in design or consulting knows that no amount of advice will guarantee action with your clients or colleagues. Great, thoughtful designs are important to success yet are not guarantees for adoption.

What is critical above all is that designs inspire people. Without inspiration and excitement, there is no action.

Designer Bruce Mau came to this realization during his teaching when he was asked by trainees how it was that he designed and while he was able to speak to the production and philosophy behind his work, he was stuck with how to describe the process of the work. It was in reflecting upon this process that he came to realize that without inspiration design was dead. Prototypes would not get realized. Design culture within an organization would not change and the kind of transformation and innovation requested by clients and communities would never materialize.

For our clients, we are recommending that inspiration be considered the primary outcome of any project. No matter what kind of process is undertaken to create something — whether it was co-design, expert-driven, or some other model — the end result must be that what you produce must inspire people.

That will not guarantee success, but without it there is near guarantee of failure.

Consider inspiration as the precursor to any kind of innovation adoption or impact and you may find the correlations between those projects where people felt inspired, saw a future vision and felt motivated to act and their overall success rate in being implemented is close to 100 percent.

Predicting Next Year’s Top Story

by

Foresight can involve complex data gathering, sensemaking, and design and also be something as simple as developing the headline for next year’s news.

This simple technique can get your organization started on futures thinking and provide a way to connect the present situation with trends that you are seeing in your industry and the world to strategy and aspirations. This technique gets you to imagine the headlines of the future (what people are writing or saying about your enterprise) and walking back from that or projecting forward to fill in the steps that led you to that outcome.

Setting the Stage

This is an activity that is best done as a group anywhere from 4 to 12 people and can be done in as little as an hour, although it can be done over a longer period of time in single or multiple sessions if you wish to go deeper into the assumptions and models for the future.

It’s important to frame the exercise by choosing whether you want headlines for the organization or a specific project or product. It doesn’t matter who these imaginary headlines are to be written by (e.g., journalists, industry professionals), however, it does help to imagine what context they are to be written (e.g., news media, business press, industry news outlets, professional associations, peers). Make whatever context you pick clear even if it is in multiple contexts.

Next, set a time horizon for the headlines sometime within the next 6 to 12 months.

Lastly, this is often used to frame positive outcomes. However, after you’ve determined what success looks like it is worth considering repeating the exercise at a later date (e.g., one week later) with the converse: focusing on headlines that report failures, disasters, or problems. This can help your team see threats as well as possibilities.

The materials you will need are pieces of paper (preferably sticky notes because they are easily portable and can be re-arranged) and a whiteboard or flipchart/newsprint sheets of paper and markers for a facilitator (who can be external or a member of the team) and the team/participants.

Activity

Individually, have participants brainstorm headlines they imagine for the time horizon you have set. Give them about 5-10 minutes and ask participants to strive for volume — lots of ideas — over quality.

As a group, post together (with stickies) or share the ideas that individuals have generated. This can be done by having individuals post up their sticky notes on a wall and then later organized or by doing successive round-robin reporting where everyone presents a single idea in as many rounds as there are ideas.

We suggest having the group vote on headlines that they like, elicit the strongest reactions (positive or negative), or are the most provocative. Aim for 3-5 headlines. With these headlines explore as a group some of the assumptions that are in place for this headline to come true. The aim is to answer the question: what would have to happen for this to become a real headline?

Why?

This activity helps you set and frame a goal for your organization, project or product. It can help elicit information about what kind of aspirations, assumptions, and ideas that your team has about what you are doing. It will also allow to identify what kind of relationships, resources, or facilitators are needed to get from where you are to where you wish to go over the time horizon you’ve picked.

If you do the negative case headline, this technique can help frame what kind of necessary activities are required for success and where they can possibly go wrong. it will allow you to identify threats and risks associated with what you’re planning to help account for that in your plan.

This simple technique is powerful and can be used in a single session, with multiple units, or as part of a planning exercise and the dividends are great. It’s fun, creative, and informative.

If you want to see more about what this can do, contact us and we’ll gladly help you set up a foresight scan and strategic plan for your project or organization based on this kind of futures thinking.

Dive In Process

by

Much attention is paid to tools, methods, models, and other artifacts as a means to support learning and innovation while much of what makes real change happen is actually a process. It is doing, not thinking. It’s diving in to the pool rather than focusing on the fences around it.

Today we look at one of the most simple, powerful means for creating change in complex systems: the diving-in process.

From Confusion to Coherence

Uncertainty is troublesome and often prompts a pause. When the situation is murky and situation complex, the strategy forward is to generate coherence where there isn’t any. That comes from taking action with a commitment to evaluation and learning.

By taking action we start to affect the situation around us creating a pathway forward. By paying attention and learning as we go ahead we can quickly determine whether the coherence we create is beneficial or not and start adjusting as we go until we are able to generate a stable situation where the path forward is clearer.

Diving in to a situation is not being reckless when accompanied by strategic learning through evaluation. Capturing data on what happens (e.g., observations, quantitative, etc..) will provide you with something to focus on amid the confusion and that will lead to seeing patterns, which is where coherence emerges.

Application

Diving in is as it sounds: take a leap of hope. First, make a conscious, deliberative strategic decision to pursue a path of action without expectation for an outcome, only for learning.

Build a set of metrics that are simple, have low ambiguity, and can be applied readily to capture feedback from your actions. These might be sales numbers, website traffic, number of clients or patients seen, occurrence figures — anything that is tied directly to your actions. It’s about creating that smallest visible system. These can be observational, numerical, or something else.

Next, commit to attentive, reflective sensemaking. This means capturing and examining your data regularly and often to look for patterns. Where you see patterns — and preferably, where your team sees them (this is best done as a group) — start reflecting on what it might mean. Is it positive? Negative? Too soon to tell? As patterns emerge, you follow them and document what actions you take in response to those patterns.

The last step is to adjust your strategy as necessary and repeat until you’re moving into a place of greater certainty and clarity about what to do.

This will generate coherence and enable you to take a wise action next.

It doesn’t eliminate uncertainty altogether, rather this approach allows you to avoid being paralyzed by it and potentially create positive benefits in the process of reducing it.

If you want help with finding pathways forward through uncertainty reach out and contact us. We can help you see opportunities and design strategies to take you away from confusion to coherence, safely.