Tag Archives: innovation

springwise: Pop-up store sells chocolate for good deeds, not…

candy, chocolate, generosity, kindness, marketing, retail, sweets



springwise:

Pop-up store sells chocolate for good deeds, not money

Regular readers of Springwise will already be familiar with the numerous alternative payment models we’ve written about over the years, but this most recent example is perhaps the most heart-warming. Chocolatier Anthon Berg recently enabled customers to pay with a good deed, rather than cash, at a pop-up location called The Generous Store. READ MORE…

emergentfutures: Beyond X PRIZE: The 10 Best Crowdsourcing…

crowdsourcing, prizes



emergentfutures:

Beyond X PRIZE: The 10 Best Crowdsourcing Tools and Technologies

A guest post on the Tim Ferriss blog by Dr. Peter H. Diamandis is the Chairman and CEO of the X PRIZE Foundation, and co-Founder and Chairman of the Singularity University, a Silicon Valley based institution partnered with NASA, Google, Autodesk and Nokia. Dr. Diamandis attended MIT, where he received his degrees in molecular genetics and aerospace engineering, as well as Harvard Medical School where he received his M.D.

Full Story: Tim Ferris

"I don’t believe that you can expect the choices of patients and providers to change without changing…"

behavior, economics, psychology

“I don’t believe that you can expect the choices of patients and providers to change without changing the situation in which they operate. The incentives of fee-for-service are powerful, and so is the social norm that health is priceless (especially when paid for by a third party). Where the psychology of behavior change and the nudges of behavioral economics come into play is in planning for a transition to a better system. The question that must be asked is, “How can we make it easy for physicians and patients to change in the desired direction?””

– 5 questions for iconic psychologist and Nobel Prize winner Daniel Kahneman, whose new book will change the way you think about thinking (via curiositycounts)

20 Ways to Protect and Nurture Design

Center for Innovation, Design at Scale, DMI, Lorna Ross, Mayo Clinic, nurture, protect

thoughtyoushouldseethis:

Lorna Ross is the design manager at Mayo Clinic’s Center for Innovation. She gave an insight into running a small design team within a very large organization (one dominated by clinicians and physicians, to boot) at the recent Design at Scale conference. She concluded with 11 ways she thinks about protecting and nurturing design, culled from a longer list of 20 ideas. She shared that longer list with me, and I in turn share it with you here. It contains some gems applicable in disciplines way beyond design:

  1. Move beyond needing to be understood. Focus on being valued.
  2. Do not react to every situation. By allowing the dynamics to play out there is deeper learning. Designers self regulate through experience.
  3. There is a thin line between being understood and being irrelevant. (If busy people have to validate you they will opt to ignore you instead and move on.)
  4. Get your team comfortable with discomfort.
  5. You may want to direct the work but your team may need you more as a decoy. Go where the need is greatest.
  6. Make every team member feel empowered, trusted, respected…. and accountable.
  7. Communicate zero tolerance for liabilities. One dysfunctional person can bring down your whole team, and you.
  8. Never make excuses for your team. You will be seen as biased.
  9. Make difficult and unpopular decisions with the same confidence and conviction that you make the easy ones.
  10. Do not get too wrapped up in being liked by your team. They need you less as a friend and more as a leader.
  11. Examine your own prejudices.
  12. Scare everyone you hire. Carefully design the most effective interview process to really know who you are bringing onto your team.
  13. Pay close attention to feedback and always be seen to value it.
  14. Choose your battles. Know what you can affect and what you cannot.
  15. The almost toxic levels of adrenaline needed to function in “hostile” or chaotic environments can tip a team into :battle mode” where there can be considerable collateral damage.  It is your job to watch for this and interrupt it very carefully.
  16. In a conservative culture, passion, determination and conviction can often be perceived as arrogance. Humility is a skill that you and your team need to master.
  17. Value integrity and honest above everything else. Trust amongst the group is critical.
  18. Learn to function without praise or validation. Not because you don’t deserve it but because it may never come. Determine and declare your own success metrics.
  19. Never wait to be surprised by feedback. Seek it out.
  20. Never gossip. It’s a luxury you cannot afford.


20 Ways to Protect and Nurture Design

Uncategorized

thoughtyoushouldseethis:

Lorna Ross is the design manager at Mayo Clinic’s Center for Innovation. She gave an insight into running a small design team within a very large organization (one dominated by clinicians and physicians, to boot) at the recent Design at Scale conference. She concluded with 11 ways she thinks about protecting and nurturing design, culled from a longer list of 20 ideas. She shared that longer list with me, and I in turn share it with you here. It contains some gems applicable in disciplines way beyond design:

  1. Move beyond needing to be understood. Focus on being valued.
  2. Do not react to every situation. By allowing the dynamics to play out there is deeper learning. Designers self regulate through experience.
  3. There is a thin line between being understood and being irrelevant. (If busy people have to validate you they will opt to ignore you instead and move on.)
  4. Get your team comfortable with discomfort.
  5. You may want to direct the work but your team may need you more as a decoy. Go where the need is greatest.
  6. Make every team member feel empowered, trusted, respected…. and accountable.
  7. Communicate zero tolerance for liabilities. One dysfunctional person can bring down your whole team, and you.
  8. Never make excuses for your team. You will be seen as biased.
  9. Make difficult and unpopular decisions with the same confidence and conviction that you make the easy ones.
  10. Do not get too wrapped up in being liked by your team. They need you less as a friend and more as a leader.
  11. Examine your own prejudices.
  12. Scare everyone you hire. Carefully design the most effective interview process to really know who you are bringing onto your team.
  13. Pay close attention to feedback and always be seen to value it.
  14. Choose your battles. Know what you can affect and what you cannot.
  15. The almost toxic levels of adrenaline needed to function in “hostile” or chaotic environments can tip a team into :battle mode” where there can be considerable collateral damage.  It is your job to watch for this and interrupt it very carefully.
  16. In a conservative culture, passion, determination and conviction can often be perceived as arrogance. Humility is a skill that you and your team need to master.
  17. Value integrity and honest above everything else. Trust amongst the group is critical.
  18. Learn to function without praise or validation. Not because you don’t deserve it but because it may never come. Determine and declare your own success metrics.
  19. Never wait to be surprised by feedback. Seek it out.
  20. Never gossip. It’s a luxury you cannot afford.