Provide beyond immediate needs When we talk with someone, we hear or read news, often we find that many people expresses needs unmet, but these are just the visible part of the iceberg. Below the waterline there are many other needs that people still do not have or have not yet been identified because these […]
Provide beyond immediate needs
When we talk with someone, we hear or read news, often we find that many people expresses needs unmet, but these are just the visible part of the iceberg.
Below the waterline there are many other needs that people still do not have or have not yet been identified because these people have not yet been confronted with environments that require more of themselves.
For example: I feel the need for a mobile phone with internet access because people that are part of my ecosystem “require” it, that is, if I intend to communicate with my partners and friends it is important to me to be a user of certain technologies and their applications, otherwise the communication becomes difficult.
This means change!
Observe the behavior of people in their environment to understand the interactions person/environment is one of the best ways to start a desirable process of change.
The change in people always implies an acceptance more or less difficult when this change does not arise on its own initiative, that is, to leave the comfort zone without resistance people have to seek a greater comfort.
I think that if people cannot follow the principle of pleasure, and the reality they require an effort, they will spend the least effort possible.
So in order to decrease the resistance will change we need to observe the daily life of people and analyze the interactions that people do with their environment and determine the limits of intensity of change that we believe will be acceptable.
Until what point can I promote change without creating rejection?
The paths for finding solutions to the problems of people start with the observation of interactions and these problems may be unmet but clearly identified, unarticulated, difficulty in framing context or difficult to verbalize and hidden needs that may not be experienced today but exist as a result of something introduced.
To observe the people’s needs is not restricted to the identification of the products or services, it is also to observe the behavior of people when they interact with their environment, and the only way to get a result that satisfies our intentions is creating empathy with people we want to observe.
To facilitate the observation of these interactions questionnaires and informal conversations or even auxiliary frames with relevant items may not be enough.
The capture of information transmitted with the aid of new technologies, videos and other type of records becomes crucial for obtaining good results, because this allows the preservation of natural environments, i.e. environments not filtered by our intervention, in addition to allow viewing through different angles (different observers).
However these comments have some limitations:
-Are limited to data with visible features or behaviors.
-Require more time to capture sufficient information to draw conclusions.
For its part the use of questionnaires limit the spontaneity of whoever responds.
Understand and observe potential users of innovative products and services that solve many of the problems of people requires an interdisciplinary work and lots of creativity because solutions must be desired by consumers/users, and must be achievable and economically viable for whom provides.
These solutions are found in the universe “what could be” and not in the universe of “what is”.
I think observation has two important moments in the course of developing an idea, the observation to nurture the creation of a solution and the observation of the interaction of the person with the prototype of the solution.
It is in this second journey into the world of interactions that may arise some questions:
Will the product or service created fully meets the needs of the people?
The solution founded doesn’t bring undesirable consequences?
The proposed solution is just the beginning of a big change?
Once in interaction with the solution which is desirable and consequent behavior?
The extent to which the observation held allows me to predict future behaviors?
What charge of intent did I put into solution proposal beyond the first interaction?
We know how important it is the notion of conformity bias in people and what is the weight that culture has on the choices, so, for this here is the question:
Will the proposed solution, that we see often are in fact the solution for the problems or just part of a journey to a destination suggested by others?
Do you want to comment?
Observing the others to know me “The ability to deep observation of behavior of people is the fuel for innovation” – Dennis Boyle Who has this ability? The ability of observation is a skill that must of course be someone resident and requires energy to overcome barriers and to the integration of the observer in […]
Observing the others to know me
“The ability to deep observation of behavior of people is the fuel for innovation” – Dennis Boyle
Who has this ability?
The ability of observation is a skill that must of course be someone resident and requires energy to overcome barriers and to the integration of the observer in an ecosystem to create empathy.
Perform a deep observation implies being creative and to infer hypotheses but above all implies to go through the paths of the behavior of persons which obliges us to have a good deposit of motivation.
To be creative means having competence to identify problems and generate ideas that lead to innovation.
To be creative means to be motivated to create regardless of the constraints that may arise.
There is a theory of motivation that proposes that the motivation is based on feelings of personal competence. According to this theory the motivation increases when a person performs a task successfully.
But we know that any organization is composed of individuals with different motivations and skills, and most successful companies know how to make individual skills available to the group.
The more effectively a business can operate within a framework of collaboration is to take advantage of individual successes and thrive as a whole, but not always seeking meaning to the existence of different answers faces adversities or obstacles is there.
Another approach shows us a differentiation between extrinsic and intrinsic motivation. The motivation to go to work is extrinsic because the activity will bring some reward at the end.
We are intrinsically motivated when we seek the commitment and well-being in the things we do and this leads us to creativity.
And what is my attitude towards the need to observe the behavior of others?
I can “go on the wave” and no intention of acting which translates into low or none observation or we can just meet external requests which makes us feel controlled and the result is also weak.
But if for example I’ll seek to observe the behavior of others and what moves me is the reward for work or because it is part of the routine and therefore is an obligation to comply with I only follow the path of facilitation and not deep observation.
When people identify themselves with the activities and these are seen as personally important, or even it can do part of themselves they begin to develop work observation with some depth.
However, if I observe the behavior of others only by satisfaction inherent in the fact that the results will be nearly of innovative solutions.
These are some of the conditions for a deep observation of behavior of people and I believe that not all who realize it go as deep as necessary because the power they have is not enough for a trip of this magnitude.
There is a subtle but important difference between people who seek to develop activities according to its strengths, which is natural, therefore, feel competent, and people who feel the enjoyment facing challenges and test new abilities.
If we seek only situations that make us feel competent, it is likely that age let us look bad, and it is unlikely that we are pleased with what we do.
The observation of behavior of people also helps to find our competence in new skills, and indeed, the motivation to develop more creative work and better adapted to the real needs of people.
At that time we don’t observe others, and we become to observe ourselves fundamental condition for our growth and adaptation to the new world.
Have you thought of this?
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