INNOVATION & Video of Simon Sinek graphing the “diffusion of innovation” & the “tipping point” at TEDxPuget Sound

Commentary by Prof. B.: As an early adopter (13.5%) I sometimes grow impatient with the slowness brought to the diffusion of innovation by the slow pace of the early majority and late majority.  As Sinek has pointed out, you cannot have a movement until you have attained 15-18% market penetration (the so-called “tipping point”) between the early adopters (me) and my colleagues/students (early majority).  Here is Simon Sinek graphing this relationship in a short 10-minute TEDx talk.

Read and watch more at … https://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action and https://startwithwhy.com/

INTERNET & A Mature and Biblical Response to Trolls & Cyberbullies #HaleyBodine #ChristianityToday

“We Are the Light of the (Cyber) World: Let’s Act Like It” by Haley Bodine, Christianity Today, 1/10/18.

… internet troll is a person who intentionally posts inflammatory, divisive, or otherwise upsetting messages and comments online with the goal of inciting quarrels and provoking emotional response. A cyberbully is an individual who attacks another person or people group directly, using shame, threats, and intimidation.

According to a recent study conducted by YouGov, 28% of Americans admitted to online “trolling” activity. The same survey showed that 23% of American adults have maliciously argued an opinion with a stranger, and 12% admitted to making deliberately controversial statements.

Most of us have witnessed this type of behavior. A new Pew Research Center survey found that 41% of Americans have been personally subjected to harassing behavior online, and even more (66%) have witnessed these behaviors directed at others. Nearly one in five Americans (18%) have been subjected to particularly severe forms of harassment online, such as physical threats, sexual harassment, or stalking.

This is a major behavioral problem, especially when 70% of Americans still claim to be Christian. If we profess Christ as King, we have a high calling to demonstrate character fitting for children of the Living God. We are to live as a sent people everywhere we are, including the cyber realm. Antagonistic, divisive, abusive, attacking, or otherwise harmful and destructive words have no place in the online lives of anyone who says they are a follower of Jesus…

Here are four things to ask yourself before posting anything online:

Will my words be useful for building others up (Eph. 4:29)? The power of life and death are contained in the tongue (Prov. 18:21)…

Is my post truthful?

Will my words reflect the character of Jesus? Before posting anything, we should run our words through the filter of the fruits of the spirit. Do our words come from a place of love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, and self-control? We will never regret choosing to withhold words that do not pass this litmus test.

Do my words honor the image of God imprinted on the people who will read them?Contentious online arguments and dissension will probably never cause someone to change their view on a hot topic issue. When we post our thoughts online, we must keep people as the priority, not our positions…

Read more at … http://www.christianitytoday.com/edstetzer/2018/january/we-are-light-of-cyber-world-lets-act-like-it.html

INNOVATION/ADAPTION & A video explanation of LEAD 545 assignments/homework

I provide my students with short video lectures/explanations of their homework for clarity and to create a “live classroom” experience.  Here is the video introduction to the LEAD 545 assignments on “innovation and adaption.”

©️Bob Whitesel 2017, used by permission only.

INNOVATION & A Comparison Between Red Ocean Strategy & Blue Ocean Strategy

by Sage Growth Partners, 3/17/09.

Read more at … https://www.slideshare.net/mobile/SageGrowthPartners/blue-ocean-innovation-bli

creativity need-meeting needs safety needs

INNOVATION & Where Good Ideas Come From: Colliding Hunches #StevenJohnson #YouTube

Commentary by Prof. B: Invocation usually results when people who have “hunches” collide with people who have other hunches. See this video for an entertaining explanation of the process.

INTROVERSION & A tale of two introverts.

by Bob Whitesel D.Min. Ph.D., 1/21/17.

People often think of introversion as a weakness. And there are aspects of introversion that can keep you from collaborating with others and/or withdrawing from others when under pressure.

However intoversion is also a positive trait. Let me share a short story of two introverts … and extrovert.

The introverts were both INTJs on the Myers-Briggs scale. The “I” stands for introversion. They were close friend with an ENTJ where the “E” designates introversion. All three were working on their doctorates while teaching a heavy work load.

When an introvert (I-NTJ) on the Myers-Briggs scale feelS a need to relax they withdraw and recharge their batteries by being alone or with a very select group of close friends.

All three received very positive teaching reviews from their students. Remember, introverts are not necessarily shy but rather people who prefer being alone when they need to recharge their energy. All three had the gift of teaching ( 1 Cor. 12:28; Eph. 4:11-14, Rom. 12:7, Acts 18:24-28, 20:20-21) and all three came to life and energized their students. Students subsequently thought all three must be extroverts. But the three friends knew that two of them were not.

You could tell who are introverts and who is the extrovert because at the end of the day, when they were done teaching, the introverts would withdraw to their studies and work on their research. At the end of the day when the extrovert had finished teaching, he would usually retreat with many of his friends and spend the evening shooting the breeze. This is one difference between how introverts and extroverts relax and recharge.

Not surprisingly, the introverts finished their PhD studies. And the extrovert? He went on to an executive position within his organization. But he never finished his doctoral work. To this day, people love hanging out with him. But his first career path was hampered when years of work did not culminate in the degree he sought.

Most people think I am the extrovert in this story.

But I was one of the two introverts. I love people and enjoy being around them. But often when introverts need to recharge their energy they do so through quietness/solitude … perhaps withdrawing to their books, their Bible and just a few very close friends.

This tale of two introverts can remind us that extroversion AND introversion can be assets … when applied to the right careers.

INFLUENCE & A Review of “Influencer: The New Science of Leading Change”

Reviewed by Rev. Jeff Lawson, Aurora, IN, candidate for Missional Coach, 2016.  Influencer: The New Science of Leading Change, Second Edition, Joseph Grenny – McGraw-Hill – 2013

The authors use at least a dozen different ‘Influencers” to make their point. They readily argue that just about anything (aside from gravity) can be changed if handled correctly. In fact, they state early on that, “Success relies on the capacity to systematically create rapid, profound, and sustainable changes in a handful of key behaviors.” The book is divided into the philosophy that there are six sources, or key behaviors of influence: Personal Motivation, Personal Ability, Social Motivation, Social Ability, Structural Motivation, and Structural Ability.

The goal for Personal Motivation is to help people to love what they hate. There are four tactics that should be utilized in order to do that. 1) Allow for choice 2) Create direct experiences 3) Tell meaningful stories and 4) Make it a game. I was moved by the idea that “almost any activity can be made engaging if it involves reasonably challenging goals and clear, frequent feedback.” The truth is that no one enjoys cleaning bathrooms, but when there is a story behind the cleanliness and how it might have saved a customer or made a client feel more comfortable, it changes the dynamics of the necessary chore.

As the discussion moved to Personal Ability the goal is now to help people to do what they can’t. The authors state, “When leaders and training designers combine too much motivation with too few opportunities to improve ability, they rarely produce change.” It is important that those people that we lead have the opportunity to put their skills to work. If not, how will they ever improve. Also, if we fail to give them the opportunities, there is a decent chance that someone else will and we could lose valuable people. The author states that, “Influencers carefully invest in strategies to help to increase ability.” Influencers know that people are their greatest commodity.

The idea behind Social Motivation is to provide encouragement. The authors say, “To harness the immense power of social support, sometimes all you need to do is to find the one respected individual who flies in the face of what everyone else has done and model the new and healthier vital behaviors.” People are copycats, plain and simple. This happens in just about every area of life. When do we start putting up Christmas Lights? The day after the neighbor does. When do the farmers start planting seed in the ground? The day after the neighbor first rev’s up his John Deere tractor. We are motivated by what we see and we are greatly influenced by what we see works well.

When it comes to Social Ability, the goal is to provide assistance. The driving force here is to come alongside each other and spur one another on. The authors say, “groups made up of people at all intellectual levels often perform better than any one individual.” Most folks would agree with this statement, yet there are millions of ‘lone rangers’ out there that insist on going the road on their own and never soliciting advice from others. Through multiple sources we see in this chapter that other people can motivate us in profound and countless ways.

The chapter that covers Structural Motivation challenges the reader to change their economy. This chapter truly pushed me and my earlier convictions on the subject. They write, “Your goal with structural motivation and using incentives should not be to overwhelm people to change. Rather, it should be primarily to remove disincentives.” They would advocate that rewards should not be the first and only tool in your work belt. Not that you never reward with incentives, but they should be used a lot more sparingly than they typically are. On page 219 they used a tremendous illustration about rewards in a daycare system with rewards and the outcome was shocking. Youngsters gave up playing with their favorite toys when they did not see the reward in it. Extremely interesting!

The last of the key behaviors was Structural Ability and we learned that the key was to change their space. “Information affects behavior. People make choices based on cognitive maps that explain which behavior leads to which outcomes.” We tend to react more to what we see and most folks do not dig to find more details. The mainstream media truly guides our thoughts and beliefs and many never challenge that. An Influencer will use that fact to alter the edge in their favor.

Again, there was a lot of helpful information in this book. I would admit though that it was not a ‘fun’ read. There was just a lot of data and stories work through. Also, throughout the book were small stories inserted called, “Act Like An Influencer” with a short story. They were all very interesting, but misplaced in my opinion. The reader was forced to choose between stopping his train of thought in the chapter to read the story or to come back at the end of the chapter and read them individually, which is what I ended up doing.

I think it is a worthwhile read for most people in leadership. Again, my opinion would be to read it without trying to read a second or third book at the same time. It deserves and demands your full attention.