IDEAS: Innovation. Creativity. CExO. Change

Profile of Jonathan Ive
“We try to solve very complicated problems without letting people know how complicated the problem was. That’s the appropriate thing…The way the parts [of the iPod shuffle] fit together is extraordinarily tight. I don’t think there’s ever been a product produced in such volume at that price, which has been given so much time and care. I’m really excited by that, and even if you can’t articulate its value, at some level I hope that integrity is obvious.

Gore-Tex is "fostering ongoing, consistent, breakthrough creativity"
“Bill Gore threw out the rules. He created a place with hardly any hierarchy and few ranks and titles. He insisted on direct, one-on-one communication; anyone in the company could speak to anyone else. In essence, he organized the company as though it were a bunch of small task forces. To promote this idea, he limited the size of teams — keeping even the manufacturing facilities to 150 to 200 people at most…[One employee says,] ‘Your team is your boss, because you don’t want to let them down. Everyone’s your boss, and no one’s your boss.’”

Coming soon: Chief Experience Officers
Adaptive Path interview with Lou Carbone: “When you look at the organizations of the past, [they were like] bus drivers driving buses along the prescribed route, [with a] certain number of stops to make and doing the same routine over and over again. And the customer really came along for the ride. Today, [when it comes to] doing business, the model is considerably more like taxis. We’re not even sure what the customer needs until the customer communicates [it to us] and we can anticipate what they want. Then what we end up doing is snapping together a set of capabilities to deliver the experience that they want. And that’s very, very different.”

Why is change so hard? Change or Die.
“Of course, radical change often isn’t possible in business situations. Still, it’s always important to identify, achieve, and celebrate some quick, positive results for the vital emotional lifts that they provide. Harvard’s Kotter believes in the importance of ‘short-term wins’ for companies, meaning ‘victories that nourish faith in the change effort, emotionally reward the hard workers, keep the critics at bay, and build momentum. Without sufficient wins that are visible, timely, unambiguous, and meaningful to others, change efforts invariably run into serious problems.’”

MORE of the same...

( via the geniuses 37 signals, and their Signal vs. Noise Blog )