Thursday, 18 April 2019

To Change the Way You Think, Change the Way You See


“Think Different” 
                           -- said the famous 1997 Apple advertisement.

Excellent advice, obviously, to all creators, innovators, and entrepreneurs. But, along with thinking differently in order to come up with revolutionary new ideas or products, there is also seeing differently. Great creators, innovators, and entrepreneurs look at the world in ways that are different from how many of us look at things. This is why they see opportunities that other people miss.

The story of Velcro is well known. A Swiss engineer, George de Mestral, decided to look more closely at the burrs (seeds from plants) he found clinging to his clothing after a walk in the woods. He took out his microscope and saw that nature had designed hooks on the burrs, which had then attached themselves to looped fibers in his clothing. The famous hook-and-loop alternative to the zipper, under the name Velcro, was born. (Today, there is a whole field, called biomimetics, devoted to imitating nature in order to solve human problems.)

Less well known, but equally deserving of fame, is the story of Softsoap. An American entrepreneur, Robert Taylor, decided to look more closely at how bars of soap actually appeared once unwrapped and used in bathrooms. Zooming in on the soap dish in an otherwise spotless setting, he saw an unpleasant puddle of ooze. He decided that the answer was liquid soap dispensed in a beautiful pump dispenser, and this is how Softsoap, which changed the entire soap industry, was born.

Two brilliant entrepreneurs who looked at things differently. Whether through a microscope or a zoom lens, and whether literally or metaphorically, they took the key step of looking at the familiar in an unfamiliar way. The great French mathematician Blaise Pascal said: “Small minds are concerned with the extraordinary, great minds with the ordinary.” It seems he had in mind something similar: Look at what is right in front of us, but look in a way that escapes most people.

There is a word for this activity: de-familiarization. Working in the early twentieth century, a Russian literary theorist called Viktor Shklovsky pointed out how Tolstoy achieved heightened effect in his writing via techniques such as describing objects from a distorted perspective and refusing to use the customary names for objects, and by generally “making strange’” (de-familiarizing) the otherwise familiar. Later, the great French director Jean-Luc Godard revolutionized cinema with his use of jump cuts in Breathless. Taken for granted today, this innovation must have seemed baffling to many people at the time. Up until then, great efforts had gone into creating a smooth continuous flow (“continuity”) on the screen. After all, a continuous flow is how we experience vision, thanks to the workings of our brains. This is the familiar. But Godard decided to break up this flow to force us to step away from our usual assumptions and see his characters as, literally, jumpy and disconnected. Now, we sense the feelings of isolation experienced by his characters and also their efforts — unsuccessful and tragic, in the end — to connect with each other. Godard lifted the technique of de-familiarization from the page to the screen.

The examples of these great artists give everyone — entrepreneurs included — some tips on how to stop seeing the world in the familiar way and start seeing it in unfamiliar and generative ways. When we look at the world, we should not just examine, but examine with a deliberately different perspective. Not just name what is around us, but come up with new names. Not just consider the whole, but break things up (or down) into pieces. These techniques can help us see our way to the new and the revolutionary, whether in the arts or in business.

Sherlock Holmes famously said once to Watson: “You see, but you do not observe. The distinction is clear.” More advice on how to break through the familiar and instead observe, truly observe, comes from psychologist and writer Maria Konnikova, in her book Mastermind: How to Think Like Sherlock Holmes. She writes: “To observe, you must learn to separate situation from interpretation, yourself from what you are seeing.” As a technique to improve our ability to operate this way, Konnikova suggests describing a situation of interest out loud or in writing to a companion. As she notes, Holmes used Watson in this way to talk through his observations when investigating a case, and, often, it was through this exercise that key points in the case would become evident. This is another technique for aspiring artists and entrepreneurs — and consulting detectives — to try.

Our brains are designed to stop us paying too much attention. This is well demonstrated by the optical illusion called Troxler fading (named after the nineteenth-century Swiss physician who discovered the effect). If presented with a steady image in the area of our peripheral vision, we actually stop seeing it after a while. This phenomenon — the general neuroscientific term is habituation — probably points to an efficient way in which the brain operates. Neurons stop firing once they have sufficient information about an unchanging stimulus. But this does not mean that habituating is always our friend.

We can think of the effort not just to think differently, but also to see differently, as a way of countering our built-in tendency to habituate, to sink in to the familiar way of seeing and experiencing. One way in which great artists, entrepreneurs, and creators of all kinds come up with the insights that enable them to change the world is that, very literally, they do not see the way most of us do. Their methods teach us that by seeing differently, we can end up seeing what no one else has yet seen. This is how the future is built.

Source: HBR 16 Apr, 2019

Monday, 8 April 2019

Seven things to do right now to get noticed






You don’t need a complicated marketing plan, selfie strategy, or growth hack to market yourself.

If you want people to care about you and your work, double down on its quality, your commitment to those who consume it, and your willingness to share your expertise with the world.
Here are seven simple ways to do that…

1. Make things and put them into the world.


Your work is your greatest marketing tool. People may ignore what you say, but they’ll pay attention to what you do. The more you make, the higher its quality, and the more willing you are to share it with the world, the more people will discover and spread the word about you.

2. Help people.


Be known for being generous. Not only is it the right thing to do, but it will get you noticed by the people you help and the people they know. Selfish doesn’t spread.

3. Over-Deliver


An adequate job doesn’t get talked about. Nobody tells anybody else about the person who did a “good enough” job on work they hired them to do. To get noticed, you must exceed expectationsnot simply live up to them.

4. Respond to everyone who reaches out


You don’t have to have an answer to every question you get asked and you don’t have to agree to every request you receive. But you do to have to respond to them.



5. Acknowledge everyone who mentions you


It’s amazing how many people and companies want to better market themselves while they simultaneously ignore their existing audience. Everyone is worth your time when trying to grow your audience. I repeat: Everyone is worth your time.

6. Share what you learn


That thing you learned today? There are millions of people who haven’t learned it yet, but would love to. When you share your journey, it makes people want to come along for the ride.

7. Teach what you know


Your knowledge is an asset that becomes infinitely more valuable when you share it. Teaching not only attracts an appreciative crowd and creates opportunities, but it also unlocks a deeper understanding of your subject matter for you in the process.
Source: CILIP: Library, Information and Knowledge Professionals

Thursday, 4 April 2019

Managers key to converting bell curve into straight line


A few years ago, some of the large consulting and technology organisations announced the discontinuation of the bell curve system. This method, used during appraisals, forced managers to rate their colleagues against each other. This was perceived to be creating a discriminatory system to reward or punish employees. This 9-box method forced employees who were in certain quadrants to leave as they were boxed into a corner.
The ditching of the bell curve sounded like a great idea. But what replaced them needs a closer evaluation. We spoke to 15 large organisations who are undergoing this transition.
We picked organisations that had an employee base of 10,000 to 2,00,000 and the observations are worth reflecting:
The new system: So, what is this new system? Though each of these organisations has their own unique processes, we found that broadly they had more or less the same philosophy. They all wanted to provide realtime feedback to improvise over the once-a-year appraisal system of the past. Their intent was to evaluate each unit or individual independently than a relative comparison with other colleagues or departments.
First few steps: Organisations transitioning from bell curve had to intensively communicate to their well spread out workforce through various media. However, the most important step was to train their managers who had to implement them. This was understandably a critical exercise as 90% of this change was dependent on the manager’s buy-in and subsequent execution. A user-friendly tech platform was the next key enabler.
The bottlenecks: Every organisation has a limited budget and the bell curve fitted into it appropriately. Getting the managers to relate to the new system and absorb the financial angle was a key step. The budgets with the new system are still limited and only the distribution methodology changed. The new distribution system prevented pushing some colleagues to poor ratings to accommodate a few top performers. Another bottleneck was making the busy managers available. In summary, these organisations were asking for a highly communicative culture that was a huge shift from the earlier once-a-year connect.
Bell curve to straight line
All organisations agreed that the frequency of interacting with their colleagues increased with this process. The benefits of real-time feedback and rewarding quarterly feedbacks meant faster reach-outs to employees. Managers also felt their connection with reportees improved due to the timely interactions. On the back of technology, a humungous amount of data was now being gathered, which has become a delight for HR data scientists.
Appraisals or increments?
Any change is difficult. The bell curve overhauling was especially a massive one as it had a direct influence over one of the most important outputs of appraisal — money. We have made appraisals and increments synonymous. Yes, we no longer ask people if they got a raise. We ask if appraisals are over to mean the same. This mindset change will take time and the new system of frequent feedbacks and immediate rewards may change this mindset. Overall, employees seem to be happy with the high-touch communication channels that have come into play.
The writer is the co-founder of specialist staffing company Xpheno
Source: TOI 27.03.2019