Every Tuesday evening at 8pm eastern, the #DareToBe tweetchat takes place on Twitter. The #DareToBe tweetchat is hosted by Andrea Sanchez (@asanchez16), an Editor, Writer, Communications Executive.
Every week a different topic. On the evening of August 11, 2015, the topic was Innovation. I could not capture all the twitter based answers to the 10 questions asked by @ASanchez16. However, I present the questions and my answers (with a bit of amplification). Please enjoy and if you can, please joins us. Look for the #DareToBe hashtag every Tuesday evening.
Innovation
Q1: Innovation is _______________. #DareToBe
My Answer: Innovation is process of bringing something new and exciting into light of day. Make the intangible tangible.
Innovation is CHANGE! Innovation is one aspect of change. Change comes in many forms but where innovation is concerned that form of change is welcomed as it is anticipated (or expected).
Q2: What is the goal of innovation? #DareToBe
My Answer: The goal of innovation should be to make life better than it was yesterday for everyone!
Innovation must serve a purpose and if that purpose is to make life better then innovation is good. However, innovation for the sake of innovation is by far one of the worst things anybody can do.
Q3: Give a characteristic of an innovator. #DareToBe
My Answer: An innovator does not take “NO” for an answer. There is always a work around.
An innovator is an innovator for a reason. That individual cannot stop because someone doesn’t like it or it’s too scratchy or it’s too whatever. A true innovator fights through the dislikes until he an emerge with something so innovative that even more people will criticize or dislike. Then can he/she put his head down and continue to work the problem.
Q4: What are some self-limiting inhibitions that block innovation? #DareToBe
My Answer: Waiting for feedback, especially when we wait to hear from those that do NOT like change (waiting and waiting and waiting).
Those that use the tools created by innovation the most are more than likely the ones that do not like change. They will resist the change almost to the point of sabotage by not providing adequate and suitable feedback to those that need it the most. This lack of information will contribute to the lack of any future development. The innovator will cease proceeding because a mindset of “no new is good news” will take root and thus inhibit any future growth.
Q5: If given the opportunity to disrupt current thinking anywhere, what would you say? How would you do it? #DareToB
My Answer: My old workplace. 5 years out and they still have great problems (same problems). Time for complete restructuring from TOP down not other way around as has been their history.
For 17 years, I worked for an agency for the State of Texas. In the last three years that I worked there the agency got into some trouble for failure to adequately train its staff, mismanagement by the leadership, and improper activities by certain individuals throughout the agency. The agency never truly recovered from those problems. However, in an effort to restructure, reorganize, and realigned itself it did one thing wrong. It never got rid of the top tier individuals that ultimately were responsible for ALL the problems. Now, five years after I left, the leadership and management problems continue. It may be time for all members of that agency to re-apply for their jobs not just the line staff.
Q6: What may an innovator do to increase his/her odds of success? #DareToBe
My Answer: Recruit early adopters, solicit feedback from all ranks of the organization, and give them what they want (not what you think they need).
The innovator, unfortunately, must play politician when it comes to selling his wares. This does not mean they have to assume the role of a slimy used car salesman. By no means at all. What it does mean is that for an innovator to be a success, he/she must win people over to his side. They must believe that what is being done is for the better. By engaging the public, the innovator gets a first hand view of what is needed and what is wanted.
Q7: You do not need ________________ to innovate. #DareToBe
My Answer: You do NOT need to be the BOSS to innovate. You just have to have the desire to make change happen!
Anyone, at any level of the organization can be an innovator. They see a problem unique to their place and situation in the organization and at some point they decide enough is enough. They begin working at solving that problem. They do it because change is necessary to make a bad situation better or improve a mediocre one. They become innovators because that is how change (good or bad) happens.
Q8: Tips on how to have an innovative mindset with a culture/person that fears change? #DareToBe
My Answer: Be Braver than the sum of all the fear around you. Someone has to take the first step.
Someone has to be the one to say “enough is enough”. Someone must be tired enough, cold enough, and care so much that doing what others won’t do or are afraid to do is the only thing to do.
Q9: How can a leader make innovation part of his/her staff’s jobs rather than an incentivized gimmick? #daretobe
My Answer: Demand that when they bring problem they also bring a solution to that problem. It keeps them thinking.
By keeping your staff constantly thinking about solving the problems that they confront will not only make their lives better but it will make the workplace better. It will go towards building autonomy among the departments/sections/team while maintaining itself as a strong cohesive member of the organization. Solving problems becomes second nature and not left for one individual to decide.
Q10: What is the one innovative change you can make in the 10 minutes after #DareToBe chat? (Courtesy of @DaveGuerra)
My Answer: Get rid of bad rules in my organization and send staff email asking for new rules or revisions to outdated rules.
I chose this question because it helps move the conversation from the Twitter and into the real world now. It helps continue conversation and isn’t that the premise of the tweetchat?
My answer involved my position within the organization. As I am in a position to enact immediate change with the way we do business, it might be time to review the way we’ve been doing business and see what we can do to bring the business operations to 2015 standards and not 2012. By encouraging others to provide feedback, I am asking for help to make their organization a better place.
Until next week, I Thank you.
David Guerra
I invite you to follow me on Twitter: @daveguerra • visit my website: www.daveguerra.com
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Former World Wrestling Champion, Hulk Hogan (Terry Gene Bollea) was dismissed by the WWE after some racial slurs and comments became known. Hulk Hogan, the Hulkster, the architect of Hulkamania was the face of the WWE, since 1977, along with Vince McMahon, Triple H, Stephanie McMahon, The Iron Sheik, Andre the Giant, The Undertaker and countless others. Hogan was the one wrestler that helped keep the WWE alive during the lean years. Hogan helped bring it back to the level of popularity that the WWE now so richly deserves and enjoys.
However, when the top performer in the WWE or any other organization, does something to undermine what has been built for almost 40 years there can be no room for anything less than complete dismissal. Being Hulk Hogan does not give him carte blanche to do as he pleases nor does it allow the leadership of the organization to overlook any of his questionable actions. The same applies to a “Rock Star” in any organization.