Recognize learning

Learn by doing or learn from mistakes is always an opportunity for personal and organizational growth.

Many times when we experience our ideas we tend to look exclusively to the results and do not consider the learning we do from successes and failures.

It is worth pointing out that innovation is not a result solely of a genial idea that followed a linear path to win consumers or users.

Vijay Govindarajan says:  Innovation = ƒ(Strategy + Creativity + Execution)

And because to reach a good end result is necessary to experiment new ideas and to do so successfully, there are three variables to consider:

Ideation Success = ƒ(Encourage + Fail + Combine)

Encourage constant low-cost experiments, have hope for failure because it will mean the organization is stretching, and Learn how to combine failed ideas to form exciting new ones is the “magic” formula according to Govindarajan.

Try and fail early translates into lower cost and in a continuous learning until the final result, but to do this it is necessary that the fear is not present, which means that the culture of the organization do not penalizes the fail.

In other words, without fear of non-recognition by the effort and encouraging and recognizing learning as a positive factor in performance, organizations leverage the effectiveness in implementation.

Experimentation not only allows you to check the validity of the idea as allows depart in a more solid way ideas that are not consequential, which populate the imaginary of people in the organization while giving way to a style of learning that organization.

“Bite off as little a piece as possible to generate proof – a small experiment instead of a big one.” Roger Martin

Think big start small is an expression already common that fits in the quote above. When we want to do experiments in early phases of implementation we should already be aware that previous were experienced, if not we increase unnecessary costs. This is a situation that occurs frequently in software projects and that drags headaches and very little learning.

Small successes are great rewards because they are fuel for the journey.

These successes often arise when combining ideas as a result of debates.

One of the most fun and fruitful steps of developing ideas is experimentation. Experimentation allows us to test our concept or our imagination fits with the desired reality.

All the details or components of our idea, are viewed and all connections are checked, reduced or enlarged to achieve our objective.

Experimentation leads to curiosity and encourages questions and hypotheses. This attitude of curiosity caused produces energy and launches the debate.

This debate is vital and needs diversified teams, i.e., interdisciplinary teams. When people around an idea have all or most of them, knowledge and practices in the same disciplines, the results are convergent and potentially limited. At some moment the divergence is crucial for creativity.

But at the core of the implementation process is prototyping, turning ideas into actual products and services which will then be tested, placed in interaction and refined.

Through prototypes, we seek to discover unforeseen implementation challenges and unintended consequences, in order to obtain more reliable results of long-term success. Prototyping can validate a component of an electronic device such as a detail on the interaction between a transmitter and a receiver.

After the completion of the process of prototyping and the final product or service be created, the team helps to create a communication strategy.

And all this way, being allowed, learning is done even with the flaws and contributes to consolidating the culture of the organization.

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