Inside Outside Innovation

On this week's episode of Inside Outside Innovation, we sit down with Xiaoyin Qu. Xiaoyin is the founder of Run The World, the new virtual events platform startup. This interview took place at our IO2020 New Innovators' Summit in October. Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week, we'll give you a front-row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started. Interview Transcript with Xiaoyin Qu, Founder of Run The WorldBrian Ardinger:  My name's Brian Ardinger. I'm Director of Innovation at Nelnet and Founder of Inside Outside Innovation. And I wanted to have Xiaoyin on, obviously, as I started trying to think about what we’re going to do with this particular event now that COVID hit and we weren't going to be able to have it live. I started looking at a lot of different platforms out there and I ran into Run The World and Xiaoyin and I was really impressed with not only her, but what she's pulled together in a very short amount of time. And so, I figured I'd invite her to the conference and expose her to what we're building on this particular platform and give her an opportunity to showcase what they're doing and tell you the story of what it's like as an early-stage founder, to go from seven failed ideas, to raising $15 million in the middle of a pandemic and launching and scaling and building a business.So, with that Xiaoyin Qu is the founder of Run The World. She used to work at Facebook and Instagram as a product manager, she was an MBA at Stanford before she decided to start Run The World. And went out and raised $15 million, I believe, from Andreessen Horowitz and a number of other folks. With that, I will turn it over to you to give your story.Xiaoyin Qu: Yeah, thank you so much for having me and thank you so much for coming to Run The World. I'm Xiaoyin, the founder and CEO of Run The World. You mentioned one fun fact. I actually didn't finish my degree at Sanford. I dropped out after a year, to start Run The World. It was actually around July last year. We started the company.Initially the idea came because my mom was a doctor in China. She still is a doctor, and she has never been to an international conference before, until last year. So, she had an opportunity to fly to Chicago. And that was a great experience. She met another doctor from Dubai. Turns out they share the same, like rare patient case, but because she's from China, it's really hard for her to get visa.She had to fly to Beijing just to get visa and it's getting unpredictable because Trump has a new policy, you know, every now and then. Basically, it's just really hard for her to travel all of that and really expensive. So, she told me that she doesn't think herself can make it to the next conference. You know, even though that was a great experience.So, the original idea was really like, how can I help my mom? And meet other doctors like her, if she cannot really travel herself. So, we figured the only way it will be, we have to like digitize the whole experiences, especially the social part, so that my mom can meet other doctors.Obviously at that time was before COVID, so saying that you have an online event was consider stupid because people thought, Oh, I'm going to fly to Vegas for fun. My company's paying for it. You know, why do I have to do this online? Doesn't really make any sense. So we do have sell pretty hard, but we actually then decided to run our own event to see if people can actually show up.So at the very beginning, I am a product manager. I knew a lot of product managers. I just got a bunch of product managers from Google and Facebook. When we did our first PM conference, I was the organizer back then. We. just wanted to see if people will buy the ticket to attend it.  We just promoted in some Facebook groups and it turns out in a week. We sold like 300 tickets in like two weeks. The people who bought the ticket are not people necessarily from Silicon Valley. Those are people from 20 different countries in 20 different States. And by that time, we didn't have anything still. We hack around like Zoom and Slack and like even Brian, it was a jaunty experiences, but people like it because they couldn't get it elsewhere. You know, they couldn't have access to other people elsewhere, but it was still pretty broken. You have to share like six different links. At the right time, you know, at least we proved the concept. And then we, that's when we started raising from Andreessen was October last year. And then obviously when we launched, it was February, March time this year, that was our alpha version. And we immediately saw a lot of demand and interest. So yeah, so now we kind of have around 45 people in the company now across three times, Europe, Asia, and US, and we had around six people at the beginning of the year. So, it's kind of been crazy, trying to scale a team and hiring everybody. So. Brian Ardinger: I can attest to that. I mean, when I was looking for different platforms out there, I think I got to you guys really early. And I think what I was most impressed with is you said, well, here's your roadmap. You were very transparent with here's what we're building and where we're going with this. And then every week I'd go to the next demo and find the next platform feature that was put into it.And so, the ability to move that fast was pretty interesting to me. One of the things that you wrote about in a LinkedIn piece, your story and that. And you talked about how as a founder, you iteratively mapped out different ideas. And I think you said that you had seven failed ideas before you came upon this particular one. Can you talk a little bit about that journey of looking at ideas, iteratively, figuring out if you're on the right path, and then eventually getting to the path where you're on right now? Xiaoyin Qu: When I first wanted to start a company, it was probably a year before that. I mean, I kind of want to start a company even when I was a Facebook. And so, it kind of took me, I will say, in total of a year, to try a bunch of different ideas to see which one I'm interested in. I would say like, there's like seven ideas and as I tried more and more, I think I'm getting better and better. And just engaging if the idea makes sense or not. But the first idea was I still think that's a good idea. I just, I thought at that time, mental health was a huge problem. Have a lot of friends, who've got pretty stressed out, burnout at work. And so, we're just thinking what if we can have some kind of an AI system that will help people whenever they want to talk to somebody, you know, there's some kind of AI system, they can talk to them.That was kind of the intention of the idea. And then I guess what we did is we tried to figure it out, like I've no idea how people like with depression or anxiety, so we basically read some books and are trying to build something, and then we thought, you know, when you're anxious, or when you're depressed, you just want to hear certain things.And as soon as we tell you how to think, then that will work. So, then we try a bunch of different things. We were trying to build some kind of bot. Then as the more we delve into that...

On this week's episode of Inside Outside Innovation, we sit down with Nahia Orduna, Author of Your Digital Reinvention: A Practical Guide for Discovering New Opportunities and Finding Your Place in the Future of Work. Nahia and I talk about the journey of reinvention and her agile sprint framework for how to practically work through the process, from inspiration to execution. Let's get started. Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week we'll give you a front row seat to what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses.Interview Transcript with Nahia OrdunaBrian Ardinger: Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today we have Nahia Orduna. She's actually calling from Munich. Welcome. Nahia Orduna: Happy to be here, Brian. Brian Ardinger: I'm excited to have you. Now, you are the author of a book called Your Digital Reinvention: A Practical Guide for Discovering New Opportunities and Finding Your Place in the Future of Work. You're also a Senior Manager in Analytics and Digital Integration at Vodafone. You're one of the leaders of the women in big data organization. I'm so excited to have you to talk a lot about what you're seeing when it comes to digital disruption. As everybody knows, the world has changed quite a bit. And we, I think are all now struggling with that whole idea of what do we have to do to better prepare ourselves for this new world. Nahia Orduna: During the last years I've been talking like industry forums about the future of work, which are skills we need to remain competitive. I've been also coaching people to find their place in their digital workplace. And we have higher reputation institutions like the World Economic Forum telling us that by 2022, more than half of us will need to have a significant upskilling and reskilling or that in 2018, they said by 2032 to 35 million jobs will be displaced, but over 150 million jobs will appear. And of course, now it's like 2020, a global pandemic has accelerated all this digital future.We were talking about...we are forced to builds new ways of interacting of working and learning. And we always hear this thing of like, yeah, every crisis is also an opportunity. How do you put this into practice? This can be a very difficult transition if you're not proficient in this digital environment.I created a Blueprint to help people get better digital skills. I put it like for free on my website in May, and then a lot of people were downloading it, downloading it. And then I thought, well, I got to do this blueprint. I got to bring it to the next level. So, I actually started meeting some industry experts that I know. I got testimonials from them. That their tricks to get re-mentioned. I edit these and I published the book in September.So, it's basically the purpose of this book is to help people to remain themselves, given the current environment and crisis. I truly believe that the world will be a better place if we all use our talents and our abilities. So, putting together my expertise, the expertise of industry experts, bring in practical examples. Overall, the book is the blueprint for anybody who wants to thrive in this digital world. Brian Ardinger: Let's dig into that a little bit. You have these five sprints that you have to think through as far as you have to first be inspired and then take direction and learning and that. Talk us through a little bit about the methodology.Nahia Orduna: That's the thing, like, what is remain? Remain cannot be something that I say, okay, tonight, I'm going to remain myself, but tomorrow I met a new expert, right? It's a journey. And a journey is like from the moment you get inspired that you look into a travel catalog and you think. Look, there is a nice place in Maldives or in Nepal or in California, that the more you get inspired to the moment that you are already in your destination and sharing pictures with a wall, Hey, look, I'm here.  Do you want to do this journey as well? It's a journey and every journey needs a map, right? So, these sprints are the map. And therefore, the sprints come from my background from Agile. Like we always look at the sprints, but yes sprinting in a time box, for example, like usually two weeks where you're focusing on the area. So, either one that somebody says, okay, I'm going to get inspired tonight. It should be like at least two weeks to make an exercise, to read interviews, and to think how you get inspired. And only when you are ready, you can go to the next sprint. That's the idea of the sprints of how the exercise is done.  And there are effective sprints. One is Inspiration, there is Direction, the other is Learning. There is another Networking. Finally, the last one is Share. Brian Ardinger: So, you mentioned Inspiration. You've got to obviously recognize the fact that, Hey, I need to reinvent myself. Things are changing. And so that inspiration is partly to figure out what am I good at?  And some of the skill sets that I should be either learning about and that. Or is it more from the standpoint of like, I want to work in this particular area, I want to go down this path. I want to change my life. Nahia Orduna: So, Inspiration is the first sprint. And it's how you discover new trends. What is happening?  Your area of interest. This is, for example, as I mentioned with that trip is when you get the travel catalog and you discover new places, new trendy places, you didn't know it exists there. So it is, this two weeks is not yet about thinking about your own strengths yet. It's about researching new trends. For example, what is your area of interest. In my mind, you are like a marketing professional. One of the successes is to up your area of interest with words like digital transformation, the future of work. Yes. Google them. If you start looking like Future of Marketing in 2025. If you start like Marketing Big Data. So, you will start looking into new information that you didn't know. There's got to be if you're in marketing, if you're in HR, if you're in finance or for example, if you passionate on sports and you want to do something with a sport, or you want to start out with sports, just start looking how big data and digital transformation is effecting the sports, because everything is effective. And then read what is there? So, there are different exercises about things you can watch, the lifetime report. And also, in the end, what I also say is that you have to write like a journal, like a journey journal to write everything that resonates with you. Think about the new ideas. Take two weeks to really get inspired and get those ideas in and write down what resonates with you. Brian Ardinger: And seem to follow that curiosity. Being OK with going down a particular path that you're not comfortable with, but give you some inspiration to, say yeah I really liked that area and I want to dig into it more. Nahia Orduna: Exactly. And then when you are ...

On this week's episode of Inside Outside Innovation, we speak with Diana Wu David, Author of Future Proof: Reinventing Work in the Age of Acceleration. We talked about the changing landscape of work, how you can better prepare for a 100-year career, and the opportunities that can be found in remote online communities. Let's get started.Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger founder of insideoutside.io, a provider of research events and consulting services that help innovators and entrepreneurs build better products, launch new ideas, and compete in a world of change and disruption. Each week we'll give you a front row seat to the latest thinking tools, tactics, and trends and collaborative innovation. Interview Transcript with Diana Wu DavidBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today we have Diana Wu David she's the author of the new book Future Proof: Reinventing Work in the Age of Acceleration. Welcome Diana. Diana Wu David: Thanks so much great to be here, Brian. Brian Ardinger: Hey, I'm excited to have you on the show. Actually, we're doing this from Hong Kong, one of my favorite cities in the world.  You actually teach as an adjunct professor at Columbia Business School, E-MBA Global Asia. You're a former Financial Times executive. You worked with clients like Mandarin Oriental, World Bank, Expedia, Credit, Suisse, and your career is long and amazing. You actually started your career working with Henry Kissinger. I wanted to have you on the show because you've got a book out. And you actually wrote this book futureproof before the pandemic and now we're post pandemic. What are your thoughts of where we sit now versus when you wrote the book then?Diana Wu David: When I wrote the book, it was to convince people that we were going into this new world where things would be globalized and lot more remote and virtual and more flexible, and that fundamentally companies needed to change.And the hypothesis really was that people were going to have to change. Individuals would have to take agency over their own careers and change because companies weren't moving fast enough. Fast forward to, I think February I did a podcast and we were talking about China's largest work from home experiment, and now it's become the entire world's largest work from home experiment.So, yeah, I think right now it's not a hard sell to say that we're going to be working virtually. It's not a hard sell to say that we're going to have to be more flexible and companies have actually massively accelerated to accommodate this. So, the landscape has changed quite a bit. Brian Ardinger: Totally agree. And you, and I've worked in the space of innovation in that for a while. And sometimes it felt five years ago, like you're pushing this rock up the hill, like no, really this disruption thing's coming. And I think, you know, with the pandemic, it really has accelerated, and people are now fundamentally understanding what that means.I don't think we're at the point where they fundamentally understand what to do about it yet. So that's one of the reasons I wanted to have you on the show to talk about the specific steps and the way to approach this idea that you're going to have to reinvent yourself. And especially in, I think you wrote in the book that, you know, we're having longer careers, you know, there's a a hundred-year career kind of things. Let's dive into the book a little bit and talk about some of the skillsets and the mindsets and the tool sets that you recommend for understanding this new world of acceleration we're living in. Diana Wu David: Absolutely. I had so many people that I met that when I was at Financial Times, we were doing the board director program and I launched that as an internal entrepreneur, and they were all talking about what's next. You know, they were, I would say 45, 55, 65 and really could see that they would have this massive amount of time where they could continue working and continue learning. And yet company lifespans are predicted by a firm like Innosight to be averaging 12 years. Yeah. In a couple of decades. So, people are waking up to the idea and certainly now with COVID and companies being under even more pressure, everybody's waking up to the idea that I'm going to have to re-invent no longer can I learn everything go work and retire. It's very much going to be sort of looping model of I'm going to work a little bit. I'm going to learn on the job. Then I'm going to take a break and learn some more and upscale and rescale and pivot and have to go get a new job. And I shouldn't say half to get a new job. I have the opportunity to do something completely new. So, I think it's really exciting. Brian Ardinger: I guess there's core things. First thing you have to probably do is recognize like I'm in a new world, I'm okay with that. And then you probably start thinking about, well, how do I apply my old skills to this new environment? And so maybe talk through that early stage process of really understanding and thinking through what should I do next? Diana Wu David: First of all, I found that a lot of leaders in particular, weren't thinking about themselves. And I think this applies across all different people in organizations where they're thinking about the business future of work, but not thinking about, gosh, what does that mean for me and my career and how it needs to change?What do I need to proactively do? So that awareness is important. The idea that it's up to me, that I'm the captain of my own ship, as something that some people need to go through a process. And then there's four real actionable chapters in the middle of the book. And that is looking at experiment, reinvent, collaborate, and focus.And those are really the four skills I felt we're super important in the future of work, that frankly has always been a bit the now of work. And really going into deep dives about what does that mean? I guess the first one experiment is really about getting out of our comfort zone, right? So the day that you decided, you know what I'm going to do, not only I'm going to do all the things I do, but I'm going to do a podcast, you know, that sort of.If I want to experiment with that, not everybody does a podcast and you're like in 250 episodes or something by now, God, I can't believe it. But everybody has to take the first step. So, starting to get that muscle going of how do I do that? How do I take small steps in small and perfect actions that will test my assumptions? Give me feedback and allow me to move forward and out of my comfort zone. Brian Ardinger: But one of the great things about where we are living, if you flip the chaos and disruption on the positive side is the opportunities are there for the individual. We talk about kind of the democratization of innovation, where everybody can be an innovator now because they're new tool sets. There’re new skillsets out there that are accessible to everyone. I'd like to get your opinion on some of the new tools sets that you see out there, things like no code or your ability to spin up a podcast or take some risks or do some experiment...

On this week's episode of Inside Outside Innovation, we sit down with Steve Glaveski, Author of Time Rich: Do your Best Work, Live Your Best Life. Steve and I talk about the power of time management and what individuals and organizations can do to become smarter and more productive. Let's get started.Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger, founder of insideoutside.io, a provider of research, events, and consulting services that help innovators and entrepreneurs build better products, launch new ideas, and compete in a world of change and disruption each week. We'll give you a front row seat to the latest thinking, tools, tactics, and trends in collaborative innovation. Interview Transcript with Steve GlaveskiBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger and as always, we have another amazing guest. Today we have Steve Glaveski.  He's the author of the new book Time Rich: Do your Best Work, Live Your Best Life. You may have seen and heard of Steve. He's been on the show before. He came out to the IO Summit a couple of years ago. And so we're super excited to have him back. All the way from down under, welcome back. Steve Glaveski: It's an absolute pleasure to be back on the program, Brian. Brian Ardinger: Well, we're excited to have you back. You have become a prolific writer since last we've spoken. I think you've come out with a couple different books. Today we wanted to highlight the new one that you've got coming out called Time Rich. Before we get started, why don't you give the audience a little bit of background of what you've been doing the last couple of years, from starting Collective Campus and Division Accelerator, and now author of a couple different books.Steve Glaveski: I think that's been somewhat part of the catalyst for writing this particular book, is that I did establish Collective Campus. That was about five years ago now. And we've gone on to incubate over a 100 startups that collectively raised about $30 million in that time. I've spun off a kid's entrepreneurship program called Lemonade Stand, which was initially a two-day workshop.It is now a SAAS platform. So we've got clients in Singapore, in Honduras, Australia obviously, all over the world. And during the pandemic actually spun out a company called No Filter Media, which is effectively a podcast network, but also has articles and all that sort of stuff. I keep busy, but despite the fact that I have so many things going on, I tend to work maybe five to six hours a day, tops on average.Now there are days where you go beyond that, but then there are also days where it might just be two or three hours. And given all the time that I've spent in the corporate world, working with large organizations, as well as entrepreneurs and startups, I did see a disconnect between how they were going about making decisions, how they were going about using their time, and the way I was doing things.I figured that there was a book in this because the article I wrote for Harvard Business Review called the Case for the Six Hour Workday a couple of years ago, just absolutely blew up. And then my publisher came knocking as well and said, Hey, is there a book in this? Brian Ardinger: That's a good place to start. There's plenty of books out there about time management. And why do you think people are still getting tripped up when it comes to managing their time effectively? Steve Glaveski: I think a lot of it goes back to evolutionary biases, Brian. As human beings, we've basically evolved to conserve energy. At least our brains have, because tens of thousands of years ago on the African Savannah, you don't know when you're going to eat.It was all about the three F's, you know, fight, flee, fornication. And you needed to conserve energy and that helped us back then, but now the way it shows up is actually detrimental to our work because we might sit down to our desks in the morning, and it's so much easier for us to do the easiest thing, which is jump onto LinkedIn, check out comments, get onto Twitter, check out email.Get to inbox zero. Do anything on everything except the hard work, you know, commit to another meeting. What happens is you can fill your entire day, your entire week, your entire month with non-consequential activities, which make you feel quote unquote busy, but come the end of the day, you didn't really have anything to show for it.So a big part of it is not the fact that people don't have access to tools. It's more so it starts with us and overriding some of that evolutionary programming. And the other side of the coin is really, the organizations that we work for. Because we can control certain things. But then there are certain things that we're bound to that we perhaps can only try and influence, and that can get in the way between us and our best selves.Brian Ardinger: Well, it's an interesting world we're living in, obviously with COVID and everything else. Overnight organizations had to adapt to the brand new world of remote work and things like that. I'd love to get your take on some of the trends that you're seeing or what you saw maybe six months ago, versus what you're seeing now and how organizations have maybe adapted a new thought process on time and work management.Steve Glaveski: Yeah, definitely. I think the pandemic, obviously as difficult as it has been for a lot of people has also been a reset switch, and it's forced us to reflect on our personal lives in ways we perhaps didn't previously, as well as our professional lives. When the pandemic hit and organizations of all shapes and sizes went remote, it seemed to be a matter of just taking what we did in the office and trying to replicate that online.So instead of 50 to 60 physical interruptions a day. It was 50 to 60 interruptions on Slack, if not more, or Microsoft teams. And instead of having back to back meetings all day, it was back-to-back zoom calls. So we were effectively at what Matt Mullenweg call's level two in his five levels of remote work, just recreating the office online.Whereas now I think the more progressive forward thinking late is out there and starting to actually think about how can we use this medium to our advantage, to get the most out of people and to also help the organization move forward. They're realizing that if we do move away from organizations built around real-time communication, towards more asynchronous communication, well, that has all sorts of benefits. Like if our organization is about responding, when it suits us, providing it in a timely basis, that then frees people up to cultivate more time for flow, because they're not constantly whacking moles all day, responding to Microsoft Teams messages in an instant emails within five minutes and all that sorts of stuff.That also means that because they can cultivate more flow state, they can also design days as it best suits them, which helps them in terms of their work-life balance. Some people might have young kids, some people might have other things they want to commit to during the day, and they can do that with an asynchronous shift.And the third piece is also that when you run that type of environmen...

On this week's episode of Inside Outside Innovation, we sit down with Erin Stadler. She's the managing partner at Boomtown Accelerators. Erin and I talk about the evolution of accelerators, how corporations are tackling the space, and how the impact of COVID is impacting innovation. Let's get started.Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger, founder of insideoutside.io, a provider of research, events, and consulting services that help innovators and entrepreneurs build better products, launch new ideas, and compete in a world of change and disruption. Each week we'll give you a front row seat to the latest thinking, tools, tactics, and trends, in collaborative innovation. Let's get started. Interview with Erin Stadler, BoomtownBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger, and as always, we have another amazing guest. Today we have Erin Stadler. She is the managing partner at Boomtown accelerators. Welcome Erin. Erin Stadler: Thank you. Brian Ardinger: Hey, I'm excited to have you on the show. You and I have crossed paths a couple different times in the accelerator space. Let's talk a little bit about what is Boomtown accelerators. Erin Stadler: That is a great question, because we're actually going through a phase where we're just seeing so many things shift out in the industry. There's a lot of questions about what is an accelerator and where do we want to go with the industry. But right now, Boomtown at its core, we're a company that's been focusing on entrepreneurship and how to elevate the entrepreneur to get their idea out there. And right now, we're doing that by partnering with some really amazing corporate partners. The main one right now being Comcast and the sports tech accelerator that we're about to create. Brian Ardinger: I wanted to have you on the show, because again, you've been in the space of accelerators. You and I both started early days, eight plus years ago, I guess, in this space and accelerators have changed quite a bit. And so, I wanted to have you on the show, partly to talk about that evolution of accelerators and what have you seen that's been good, bad, and indifferent, and where you see it going. Let's start with the history of how Boomtown accelerators got started and what you've seen over the last decade or so of how accelerators have changed.Erin Stadler: Boomtown got started like a lot of companies in a new emerging marketplace, so we're actually almost eight years old now. So, we were one of the first accelerators in Colorado. We actually did start in the backyard of some other famous accelerators. But at the time, it was definitely during that stage where a lot of people were starting accelerators. There was a bit of a me too, if you could build a mentor community, and you could get some investors, and could attract some startups., Tada! You had your accelerator. But what we've learned over the last few years and many iterations, one of my founders will say we are probably the biggest skeptics when it comes to accelerators, which makes us want to just continually to evolve and adapt.And we've gone through a lot of different stages with the help of some amazing partners. Along that journey, we realized that it has a lot more to do with helping the founder be prepared in launching that startup. While connections are important and they're great. What can you do that is really impactful? And frankly, that is a much, much harder job than setting up a demo day and setting up some mentor meetings. I hope we see other accelerators do that, but it's the thing we've tried to do is challenge what truly is impactful for a company at its early stage. And we found that there's just a very different model to make that successful.Brian Ardinger: Let's unpack that a little bit. I think back in the days when accelerators got started, it was more of a deal flow thing for VCs or the community to kind of see what was out there and invest at early stages at a low valuation and kind of see what happens from that perspective. And like you said, it probably wasn't always, or at least depending on the accelerator, wasn't always set up to support the founder. What did you learn in that early stage that made you think, okay, well, we can do this differently or support founders in a different way? Erin Stadler: You know, it was the founders themselves. So, a little bit of like the customer doesn't know what they want. So, and this is still true today, you know, when we're talking to startups, you know, startups are attracted by the names of the partners. They're attracted by the names of people in your mentor pool. Right? It's all about if I can just meet that right person, right?  Unfortunately, it's a little bit how the social construct or the myths around what basis successful startup has been formed, but what's really happened is at the end of working with us, we'll go back to the startups and say, Hey, what was actually the most impactful?And that's actually where we got most of our learnings and our insights from, and the sort of things we heard, it was sitting down with someone, working through them with the strategy, helping them understand if they have the right mindset. As a friend of ours would say, how to unlearn some bad habits. And set them up for success. And while that included great connections, it was less about the star power we'll say, and a lot more about how, and that continues to evolve into, like I said, for the sports tech accelerator, instead of just having a name stamped on there, you know, Hey, you know, you'll get an intro to the CTO at XYZ company.We've worked very closely with each of the partners and each of the people involved in our accelerator to go, Hey, if you're involved in this, this isn't just for fun. Like this is about making an impact and let's get serious about caring and honest about the time that we have and be transparent about whether we're on board to make an impact, and then let's actually do that. So, everyone leaves feeling like, Oh, people were authentic and honest, and we're here to do great businesses, you know, not just make an investment and make a bet. Brian Ardinger: Let's talk a little bit about that pivot from, and we've saw the evolution of accelerators being primarily designed to help create early stage companies. And then you saw this wave of corporations kind of raising their hand and saying, Hey, this is interesting. We want to get involved in this. And I think he saw a lot of bad habits in that stage, too. A lot of corporations seem to look at it more as innovation theater, as a way to pretend they are involved in the startup scene and that, but not necessarily really understanding how to impact both the founders as well as the company themselves with this. So, talk about that evolution to the corporate accelerator side of the world. And what have you seen there? Erin Stadler: The first evolution, like you said, it was a bit of me too, again, I think it was fashionable, may still be in some places to have your own health tech accelerator or your own financial one or something powered by this group. The problem with that is one, the corporation only has so much time to work and partner with a startup. It's like how many FinTech companies can you really help, or can you really impact? And...

On this week's episode of Inside Outside Innovation, we sit down with Shannon Lucas, co-author of the book, Move Fast, Break Shit, Burnout: The Catalyst Guide to Working Well. Shannon and I talk about the characteristics, roles and challenges that catalysts face in driving innovation within companies and how organizations can better identify and support these new change agents. Let's get started.Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger, founder of insideoutside.io, a provider of research events and consultant services that help innovators and entrepreneurs build better products, new ideas, and compete in a world of change and disruption. Each week we give you a front row seat to the latest thinking tools, tactics, and trends in collaborative innovation. Let's get started. Interview with Shannon LucasBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger, and as always, we have another amazing guest. Today we have Shannon Lucas. Shannon is the coauthor of Move Fast, Break Shit, Burnout: The Catalyst Guide to Working Well. Welcome Shannon. Shannon Lucas: Thanks for having me. Brian Ardinger: Not only are you a new author, the book's coming out I believe tomorrow. You have been in the innovation space for a while. You've worked for great companies like Erickson and Cisco's Hyper Innovation Living Lab and Vodafone. So, I wanted to have you on the show to talk about some of the things that you're seeing and some of the great things that you put in your new book. Shannon Lucas: Thanks. You have some great guests. So, I'm excited to be part of the crew. Brian Ardinger: What made you decide to write another innovation book? What's different about this take on it?Shannon Lucas: It's a great question, because there are so many books about how to do innovation better and innovation processes and change management. But there's very few books that actually talk directly to the change agents themselves, about how to do that sustainably and more effectively. Based on personal experience of going through these very catalyst cycles of the intense mania when you start first sinking your teeth into a wicked problem. All the way through trying to orchestrate across an ecosystem or an organization hitting resistance, and more often than not hitting some kind of burnout. I wanted to help other catalysts and other change agents see that they didn't have to have the intensity of those cycles and how to do it more effectively. I think we need wicked change agents now more than ever. There's a lot of positive change that we need to create in the world, but we need to make sure that they're not doing that at the expense of themselves. Brian Ardinger: What is a catalyst and how does that differ from a traditional employee? Shannon Lucas: My co-author Tracy is a ethnographer researcher and the distinction, the categorization of catalyst comes from a lot of research that she did. And it's basically people who take in lots of information from lots of sources from that they will see emergent new possibilities. They then sort of create a specific vision about something that needs to change and how they want to see the world be better. And importantly, they move into action and they move into action fast. Hence the name of the book. And they're often perceived as risk takers even though to them, it often doesn't feel risky because they have internalized and synthesize so much of the data. Why it was really interesting for me is I had been spending all of this time creating intrapreneur circles within Vodafone, sort of externally as a support group. And I kept seeing that they didn't all show up the same way. We had grown the innovation champion program we called it at Vodafone from ragtag group of eight positive troublemakers to this CEO sponsored, gamified, rewarded all these things. We had over a hundred people, but it was often like the same 10 or 15% that showed up over and over, that would lean in so hard that we were like, Oh, hold on, we'll get some of those barriers out of your way for you before you really break a lot of shit. And so it was important for me because it really helped me contextualize who these wicked change agents are. And then of course, how we could help them better. Brian Ardinger: So, with that can you give some examples of the type of people that you've seen, or some examples of how catalysts change the organization or move it forward.Shannon Lucas: First important note is that a lot of catalysts will go in and out of organizations. You'll see on their resumes. Once you start to see the patterns, you'll start to be able to see them on LinkedIn. They'll stay in a role for a couple of years because they've moved on to the next big problem and they're looking for new ways to do it.They often are more comfortable than the average person moving into startups, starting their own ventures and then going back into the corporate world.  It's like for them, the question is wherever I can create the next change that I need to create and whatever tools are the best tools to get that done, is where they will go.It's interesting, actually, in one of the interviews recently, one of the catalysts said, you know, when people used to ask me where I'm going to be in five years, I never knew the answer to that. Cause he's like, I never know what problem I'm going to be solving next. And he said, so now my answer is I'm going to be a catalyst that much I know. And whatever that looks like I can't tell you. Brian Ardinger: That makes sense. And I imagine a lot of the listeners that we have on this podcast are now light bulbs or, you know, shooting off in their heads saying, Oh, I think I'm one of those people. Is that curious and restless, we'd call it in our organization that we're trying to find those folks that see things a little bit differently and willing to take action on that. Not everybody's a catalyst. How can you as an organization, if you want to lean into the innovation and try to identify these catalysts and cultivate that, what are some ways that you can first, as an organization, identify who in your organization are these catalysts? Shannon Lucas: Tracy and I sat with this question for a long time, as we've been creating our community and doing the research for the book, do we want to be the arbiters of who is a catalyst and who isn't? We have the data, so we can work with organizations to create the quizzes and do the identification of the personality types. What's more important though we found, is that people actually self-identify as catalysts. We talk about patterns, not templates like showing what some of these patterns look like, and then letting people to your point, it's like the light bulbs will go off when a catalyst starts to see and hear us talk about it. There's this deep resonance and really like this thrill because they're finally being seen and understood in a way that they really haven't been before. Most organizations in fact, we haven't found an organization yet that doesn't have catalysts. So I would encourage all of the HR people and leaders out there to find them.<...

On this week's episode of Inside Outside Innovation, we sit down with Kate Leto, Author of Hiring Product Managers Using Product EQ to Go Beyond Culture and Skills. Kate and I talk about some of the trends and tactics needed for hiring the best product managers and why there needs to be more of a balance between technical and human skills in the process. Let's get started. Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger founder of Insideoutside.io, a provider of research events and consultant services that help innovators and entrepreneurs build better products, launch new ideas, and compete in a world of change and disruption. Each week, we'll give you you're a front row seat to the latest thinking tools, tactics, and trends in collaborative innovation. Let's get started. Interview Transcript with Kate LetoBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today with me we have Kate Leto. She's the author of Hiring Product Managers Using Product EQ to go Beyond Culture and Skills. Welcome to the show Kate. Kate Leto: Thank you, Brian. It's great to be here. Brian Ardinger: I'm excited to have you on the show. Our mutual friend Jeff Gothelf suggested we talk, and you're based in the UK. Is that correct? Kate Leto: I am. Yeah, just outside of London. Brian Ardinger: I wanted to talk more about all this concept of product managers and some of the new things that you're seeing out there. Tell us a little bit about that. How you got involved in product management at the very first Kate Leto: Probably like the majority of product managers, I didn't intend to get into product management. Didn't even know what it was. When I started out over 20 years ago, it was still very much a new and developing area and profession. And I fell into it really just before I joined Yahoo, but I was actually working in Chicago at the time at a startup. Back in the late nineties. And actually, fell into product management, I was doing marketing, which led to product marketing, which led to product management. And went to grad school at Northwestern University and ended up at Yahoo directly after that, again, working with product marketing and slowly made this transition into product management. So, it was trial and error and it was by accident just as it is with many of us in product management. Brian Ardinger: So, let's talk a little bit about some of the changes that you've seen over the last 20 years in product management. And, you know, it seems to actually have become quote unquote profession now, and people actually know what that means, but maybe what are some of the big highlights that you've seen over the years that have really changed how people think about product? Kate Leto: Number one is product has more credibility and a bit more clarity around what it is. I think a lot of that's come from the different communities that have sprung up around the product world over the last 10 plus years. Groups like mind the product have been really powerful globally and encouraging, creating a space for product people to come together and talk about what is product management?What is it? How do we do it? How do we do it? Well, like many product people. Still within my friends and family group, people have no idea what product management is. My partner just tells everybody that I'm a spy because he doesn't quite understand it. So, we just roll with that. I think one of the best things that I've seen over the last 20 plus years within product, is amongst ourselves more clarity around what it is that we do. And to create a support system, really in a support structure to help us have a place to go to learn, to vent, to talk about what's challenging us what our tensions are and how to do that in a different way. And one of the things that I really latched on to I'd say over the last five plus years is the movement of product management from just being something that's about what I call technical skills, which are the things that we focus quite a bit on, you know, the fundamentals of product management, how to build a roadmap, maybe how to do a strategy statement or a vision statement for our team or a product or an organization, how to put in KPIs or OKRs and while all those are essential and those are things that we've really talked about quite a bit as a community over the last five, 10, 15, 20 years, I've noticed this trend within product that we are starting to talk more outside of that set into more kind of a human aspect of being a product manager, because we are people, right?Products are built by people for people. For the most part, bringing the concept of what I call human skills into the product management space is something that I've noticed a big trend in the last five, six, seven years. And I'm happy to say that's something that I'm involved in and I'm happy. I'm really enjoying talking to people about things like self-awareness and resilience and adaptability and all of these great things that are just as essential to how we build a product as a roadmap structure or building OKR out for our organization.Brian Ardinger: Absolutely. So, you mentioned that most people tend to think about the technical side of product management and product development. Your new book called Hiring Product Managers tries to talk about the move from the focus on technical to this balance between technical and human skills. Tell us a little bit about the book and how it came to be and what it's all about.Kate Leto: The book Hiring Product Managers using Product EQ to go Beyond Culture and Skills just started to come about probably five, six, seven years ago, as I started to look outside of the technical side of product management. So outside of the skills that we talk about, and I was coaching a lot of people on and working with organizations on things like how to have a better road mapping process or how to actually introduce OKR as into our organization or how to run design sprints, and integrate that into our product development processes.And to be honest, I kind of got tired of thinking and just talking about those things. And I took a coaching course, something to help me help people I was working with beyond just these technical skills, because it was very interesting. I'd go into conversations with teams or with leaders about specific mastery of technical skills, and suddenly it would drop a bit further into an area of personal need.I don't think my team likes me or why can't I get a promotion or why does this stakeholder, will they not have a meeting with me? Can I not get anywhere with them? I started to really focus on this area of what I now call product EQ, which is bringing in human skills into the conversation and helping people feel like they have the confidence to talk, talk about things like self-awareness and resilience and leadership and collaboration, and even how to deal with conflict. And giving them some words and tools to do that. So, from that over the past 10, 20 years, I've done a lot of hiring within product management. And it seems like a very natural evolution to how can we actually build better teams and bett...

On this week's episode of Inside Outside Innovation, we sit down with Marguerite Johnson, author of Disruptive Innovation and Digital Transformation, 21st Century New Growth Engines. Marguerite and I talk about the evolution of disruptive innovation theory and how legacy companies can embrace digital transformation and open innovation. Let's get started. Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger, founder of Insideoutside.io, a provider of research, events, and consulting services that help innovators and entrepreneurs build better products, launch new ideas and compete of change and disruption. Each week we give you a front row seat to the latest thinking tools, tactics, and trends in collaborative innovation. Let's get started. Interview Transcript with Marguerite JohnsonBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger and as always, we have another amazing guest. Today we have Marguerite Johnson. She is the author of a new book called Disruptive Innovation and Digital Transformation: 21st Century New Growth Engines. Welcome to the show. Marguerite Johnson: Thanks Brian for inviting me and thank you to your Inside Outside audience for listening. Brian Ardinger: I'm excited to have you on because you've got a new book and it's all about disruption and we are clearly in that particular pathway. That train is hitting us full force. Why don't we talk about how you got involved in innovation space? Give us a little bit background about your career and why this is so important to you. Marguerite Johnson: I've been in innovation as a practitioner for just over 20 years and my career. Initially started in market research in the big dot com era where anyone, everyone with a website could make money. It evolved from there into doing a lot of scientific research on cardiovascular blood pathogens for Bristol Myers. And so, moving the large context of digital and how digital was basically burst onto the scene with a lot of companies in this kind of new, exciting way. All the way to how large established companies like pharma was using science and research to touch patients who were experiencing either the need for, the drug at that time was Plavix a blood thinner, primarily used to help patients after a cardiovascular event or primarily a stent. And so my background in innovation was very much a convergence of technology becoming a key player in the role of business. And the larger companies that we're learning to navigate to use it in unique ways and spaces that touch people's lives. And then it evolved into mostly industrial businesses. So, your large-scale engines, fracking, air motors, industrial pumps, and mixers, and mixing systems and conveyors, and all the way to automotive and electronics and seating systems and safety systems. And so, I've gone through the full gamut, starting with the digital.com era and then evolving into a lot of other what we call nonnative digital, traditional big businesses.Brian Ardinger: Yeah. Those legacy industries that are facing that disruption and may be in a little different position than some of the new startup technology companies that we're seeing today. Tell me a little bit about why you decided to write this book. Marguerite Johnson: Like so many other people right now, we're looking around and we're trying to understand and interpret this system environment that we're in. In the past, digital and these large traditional companies were basically separate and apart from one another, they were playing in their own space.And now we're seeing this drive to bring these competencies together. And when you look at big traditional legacy companies and you look at your native digital, such as your Apples, your Amazons, and Googles, and you see this apex or this inflection point where everyone is moving it into creating more value with digital. And the traditional innovation literature was not ready for this. When you do any type of research on disruptive innovation and you look at all of the practices around, where do you find new growth in these new spaces? They were all around B2B enterprises and B2B enterprises positioned themselves to defend against new market entrance. And that was primarily focused around a new market entrant coming in with a cheaper, more simple, maybe a less functionality product, and then grabbing additional functionalities and moving up market and taking bigger share.And so that was the conversation. It did not include digital at all. In fact, Christensen later on came back to explain the reason why the iPhone wasn't included in his original assumptions about disruption. It was more related to the evolution of the laptop, which I challenged that in the book. And, you know, I want to make clear to the audience that my desire is not to rewrite the history or up end the history of disruptive innovation, as it pertains to Christensen's original theory.I build on his theory. I pride myself in taking all of the published works from many, many authors and researchers in the past and using it to evolve my own knowledge. And that is a reason why I wrote the book as well is, I wanted other people to live their evolution on disruptive innovation through me, as other authors have given me the benefit to live it through them.That's very, very important to me. I did not want to keep all this knowledge to myself and be the little wizard behind the scenes and say, aha, I have the secret sauce. Knowledge should be shared. And with the accumulation of knowledge, I think we all grow as a society and we all benefit. That was very important to me.So, understanding the context of disruptive innovation in the past, making sure it was relevant to today, looking around at the science and the research and, and understanding that it wasn't there. And then building on what others have done to bring us to the point where we can have this discussion and move forward as a society and innovation.Brian Ardinger: So legacy companies obviously need to embrace digital a lot more than they have in the past and that. Why is it so difficult for them to do so, or what's been holding them back? Marguerite Johnson: If you've spent a century building talent, assets, operations skills, supply chains, and your entire profit model is built around those assets. It's very hard. I mean, it's literally throwing the baby out with the bath water. I mean, that's what it seems like. Okay. So that's absolutely not what it is, but that's how it could sound. You come to some of these conferences and digital is presented as a disruptor. Digital itself is not a disruptor, how it changes innovation, product services and business models can be a disruptor, but it's not a competency and a capability that's out of the scope of knowledge and abilities of a big company.You have the customers; you have the biggest part of digital that you need. You can learn to add value to the products and services you're already delivering to them by enabling it with technology. By providing additional value through some connectivity. So traditional companies shoul...

On this week's episode of Inside Outside Innovation, we sit down with Regine Gilbert, author of Inclusive Design for a Digital World: Designing with Accessibility in Mind. Regine and I talk about what inclusive design is and how teams and companies can build accessibility into their processes and the impact of future technologies in the space. Let's get started. Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger, founder of Insideoutside.io, a provider of research events and consulting services that helps innovators and entrepreneurs build better products, launch new ideas, and compete in a world of change and disruption. Each week, we'll give you a front row seat to the latest thinking tools, tactics, and trends in collaborative innovation. Let's get started. Interview Transcript with Regine GilbertBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger and as always, we have another amazing guest. With me today is Regine Gilbert. Regine is a user experience designer, educator, international public speaker, and author of the book Inclusive Design for a Digital World: Designing with Accessibility in Mind. Welcome to the show, Regine. Regine Gilbert: Thank you, Brian. Happy to be here. Brian Ardinger: Hey, I'm excited to have you on the show. Not only for the fact that we're going to talk about your book and all the things that you are an expert in when it comes to design, but you're also going to be at the IO2020 Summit here, coming up next week. And we're excited to have you to talk to our audience a little bit more there, but we wanted to jump into it and get a little sneak preview of some of the things they're going to be seeing at the event and hearing from you. So, thanks for coming on. Maybe to start, what is inclusive design? Regine Gilbert: Well, that is the million-dollar question. You could ask five different people. They'll tell you five different things, when it comes to inclusion and what inclusion means. I like to take a chapter out of Kat Holmes's book. Kat Holmes says that we don't really know what inclusion is. She wrote the book Mismatch Design. But she says, we do know what exclusion is. We do know what it's like to be left out of something. And so that's what I think about when I think about inclusion. I actually think about exclusion and I think about who are we leaving out when we create products? When we create services, when just this morning, I was talking to one of my friends who's a makeup artist. She's a professional makeup artist. And she's like, Oh, you would really like, forget the pop stars name, but she has a condition that makes it hard for her to like open things. And she's like, Oh, she has a new makeup line. And the way to open it is so easy. You should really look into it. And she's like, I thought of you when I saw the packaging. And I said, yeah, that's the kind of thing. I think about packaging now, you know, and things that are hard to open and I'm in my forties. And as we get older, our dexterity changes and it doesn't improve. I mean, it doesn't, you know, everything is relative to our bodies and whatever happens, but when I find something hard to open, I'm like, WHY!!! Brian Ardinger: Exactly Or hard to read. Regine Gilbert: Yes. Or hard to read. Brian Ardinger: Can we get rid of the eight-point font please. Regine Gilbert: Yeah. I mean, at this point, you know, most people are looking at screens all day. We're, most of us are engaged with some sort of technology at all times, especially during this pandemic and with that, we're getting fatigued. Right. And so, we don't need things that are cumbersome or hard to see. Yeah. That's a whole thing. Brian Ardinger: So, if I'm not a designer, why should I really care or pay attention to this trend? What are some of the reasons why everyone should be really caring about accessible design? Regine Gilbert: I think of it this way, that everyone is temporarily able bodied. If you wear glasses, you may not think of yourself as someone with a disability, but if you take off those glasses, are you still able to see? And if you're not, then that is a disability, right? So those glasses are an assisted technology, that help you function in this world. And that's basically what we need to be doing throughout our society is providing the glasses or providing whatever assistive technology that is needed to help people do what they need to do.Brian Ardinger: Personally, we've gone through that particular journey. My daughter here's what cochlear implants. And so, having that assistive technology to be able to access the hearing world. It has been a game changer for us and has led me personally, try to figure out how do people talk to each other and how do they interact with each other. And can you talk about the design process and where accessible design fits into that process? Is it something that happens at the beginning of the end or where can people go wrong with it? Regine Gilbert: The classic answer when it comes to design, is it depends. And it truly does depend. For me in my classes. I teach accessibility from the beginning, right? The first readings I have for my students to do and the first couple of weeks of classes are on inclusion and accessibility. And what are these things and what do they mean? And how do you incorporate those into the research plans for what you're about to do? When it comes to the corporate side of things a lot of times it's not thought about in the beginning, it's only thought about when a company has been sued, right? They've been sued because their website isn't accessible to people with disabilities. And then, Oh, no then everybody's in a panic. We need to fix the website. We need trainings. Oh, and you know what? We'll just settle. We're not even going to fix it. We'll just leave that to the side. I mean, there's so many different things. I mean, just, I think it was just last year where Domino's Pizza was sued because their website wasn't accessible and then they took it up to the Supreme court and the Supreme court was like, you got to make the site accessible. It's part of the American with Disabilities Act. Now, technically speaking, the American with Disabilities Act came out in the early nineties before we have the internet that we have today. So, them applying this old statute to something new was quite eye opening and people were like, yes, this means like, make it accessible.And why not? In the United States, I like to throw this stat out.  In the year 2035, which is 15 years from now, which is not a long time, we're going to have more old people in this country and old, I mean like 65. I won't be old when I'm that age. Cause I'm not that far from it. You know, we'll have more people who are over the age of 65 than under the age of 65. I am trying to plant little seeds with my students to like start making stuff for your older self now, because when you reach that age, it's too late. Inside Outside Innovation Summit - Husch BlackwellSponsor Voice: As a provider of smart, legal advice to ...

On this week's episode of Inside Outside Innovation, we sit down with Scott Anthony. Scott is a senior partner at Innosight and co-author of the new book called Eat, Sleep, Innovate. Scott and I talk about the challenges of creating a culture of innovation, as well as some of the behaviors and actions required to drive innovation success. Let's get started. Inside Outside innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger, founder of insideoutside.io, a provider of research events and consulting services that help innovators and entrepreneurs build better products, launch new ideas, and compete in a world of change and disruption. Each week we'll give you a front row seat to the latest thinking tools, tactics, and trends and collaborative innovation.Interview TranscriptBrian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger, and as always, we have another amazing guest. Coming to us all the way from Singapore today is Scott Anthony. Scott is a senior partner at Innosight and co-author of the new book called Eat, Sleep, Innovate: How to make creativity an everyday habit inside your organization. Scott, welcome to the show. Scott Anthony: Brian, it is a pleasure to be here. Brian Ardinger: I am so excited to have you on the show. You are a prolific author, speaker, consultant, in this world of innovation. So, it's really nice to sit down virtually across the ocean and talk to you more about some of the new stuff that you're working on. I always like to ask folks who've been in this space a long time, and you've written a lot of books and talked about this particular topic. Why did you decide to write another book on innovation and why this book now?Scott Anthony: The origin story of this book really traces back about five, six years ago. So just by background, our organization Innosight was co-founded by the late great Harvard Business School professor Clayton Christianson. So, for the last 20 years, we've been trying to empower forward thinking organizations to navigate disruptive change and own the future.And most of the work that we've done is focused on helping businesses, identify and launch new disruptive products, come up with board facing growth strategies, build deep organizational capabilities and so on. So, it's been, you know, pretty big picture, strategic stuff. Then about five years ago, I was doing a session with a big logistics company. And the CEO said, I've read all the books. I understand what I have to do separate organization, but we've done all that. We've got 28,000 other people. What do we do with them? And I thought that's a really good question and we didn't really have a really good answer to it. So, over the last few years, we've had a chance to just probate it through various client projects. And now I think we've got a pretty good answer to that question. And that's why we wrote the book Brian Ardinger: it's called Eat, Sleep, Innovate, and it really talks about almost the behavioral things that you need to put in place to make innovation a competency within an organization. So, talk a little bit about the overall framework and what people can expect to get out of the book.Scott Anthony: Yeah. So, we start the book with definitions. We're trying to enable people to create a culture of innovation. So, you got to define that. We define innovation as something different that creates value. Intentionally broad to remind this is not just about technology. We then say there are five behaviors that enable innovation success. You gotta be curious, customer obsessed, collaborative, adept, and ambiguity, and empowered. And then argue that a culture of innovation is one in which these behaviors come naturally. We start with the definitions and then we introduce a puzzle, which is those behaviors, sound pretty straightforward. I've got four kids. I don't have to teach them to do those things. They just are that way naturally, because that's what humans do. Yet organizations, we all know really struggle with innovation. And what we highlight in the book is the key problem is essentially the existing habits of the organization, institutionalized inertia that allows you to keep doing what you're currently doing but stops you from doing something different and that's innovation.And then we talk about what do you do to break and reform habits, to overcome those barriers, to really make innovation of repeatable habit. And we've got some specific tools and techniques about how to do it. So that's the basic arc of the book. Brian Ardinger: It does a great job of a lot of case studies, a lot of insight into some specifics on how you can make this happen. But the thing I keep coming back to as I work with companies and I talk to other innovators like yourself, innovation is a team sport, but at the end of the day, it's like, who helps drive that bus. So, a lot of the stuff that you talk about, right, are behavioral changes and that. Does this have to happen from the top of the organization or is this something that you roll out division by division, person to person? Talk a little bit about that. Scott Anthony: The answer is of course, yes. Which means that both are true. So, it really depends on what you're trying to do. Ideally, if you're trying to create enterprise level culture of innovation, if you're trying to really have it be something that scales across a multi-divisional whatever. Yes, of course, you need to have the topic leadership actively involved because there's a lot of work that needs to get done. But that doesn't mean that if you're a manager inside a large established organization, that's not doing this, that you have no hope because you can, within your team, group or department, create essentially a microculture subculture, whatever you want to call it, that enables those innovative behaviors to happen at a very local level.And we have an example in the book, chapter four of the book talks about the HR function within a large organization in Singapore. Singtel, the biggest telecommunications company in the region. So that was not an enterprise wide effort. It's really the HR community saying that we want to do this. We had another recent client where it was the supply chain community. It said we're getting a lot of pressure to do different things. We need to up our innovation game and we can't wait for the enterprise to do it. So yeah, ideally, you've got top down, but there's also plenty of room to have things happen in pockets that could have lots of impact. Brian Ardinger: And I imagine that allows for that creativity and the uniqueness within the division or within that particular group, the specifics of how that culture is addressed, the specific rewards, et cetera, are probably different based on what's required to move that team forward. Scott Anthony: A lot of this in our view is not about how you change how people are rewarded. You know, money is sometimes the worst way to try and change behavior. Cause it's really hard to get right and all that. It really is trying to create an environment where people are encouraged to follow the behaviors and they're supported when they do it. And that it means they're supported when good thin...