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7 Strategies to Get What You Really Want

It turns out that our brains haven’t evolved enough to keep up with our 24/7, always connected society. According to Bob Nease, former Chief Scientist at Express Scripts, our brains are stuck, evolutionarily, in the past. And this makes it difficult for us to choose to take action when pursuing something important.

In his new book, The Power of Fifty Bits, Nease explains that our brain consumes ten million bits of information per second, yet our conscious brain can only process fifty bits per second. This might explain why our attention span seems to be shrinking—we’ve become a society in a perpetual state of ADD.

While our brains are wired for inattention and inertia, “not for attention and choice,” says Nease, we can seek solutions despite our biology. This requires a shift in our thinking. According to the author/scientist, we do not have an “infinite appetite for information [or] boundless willingness to make decisions.” Instead, we’d rather choose to do something that brings pleasure, or focus on a pressing issue.

Confronting the limitations of our brains, reveals seven strategies that make it possible for you to get what you want. These strategies, according to Nease, help you overcome the limitations of the brain and intentionally create the results you want.

Require Choice

Let’s say you need a colleague to get started on their part of an important project. Where we go wrong, explains Nease, is by focusing on changing the person’s underlying intentions through persuasion or cajoling: “What will it take for you to do this for me?” or, “If you start on the project now, you’ll make us all look good.” Neither of these is going to help you get what you want.

Instead, Bob Nease suggests focusing on their preexisting good intentions to choose your project over their other work. Nease says “activate their preexisting intentions to do the right thing.” How, you ask? Implement active choice.

Active choice is when you stop a person and intentionally ask them what they want: “I need you to tell me if you can start the project work this Friday or next Monday.” The intent with active choice is to interrupt the inattention and force a decision.

Lock in Good Intentions

Essential to this strategy is to “allow people to make decisions today that will lead to better behaviors in the future,” says Nease. Critical to this strategy is precommitment.

Let’s say you want to save for retirement. A precommitment approach would be to have money automatically deducted from your paycheck and put into retirement accounts. Another example from Nease’s book is to remove all the TVs from your house if you want to spend more quality time on hobbies or reading.

Let It Ride

This strategy is about influencing behavior to go with a desired option, but giving people the option to opt-out if they want.

In an interview with the author, he shared an example from the 1980’s. Columbia House record club would send you a certain amount of records for one penny. When you sent in your penny, you automatically were enrolled in the program and had to buy a certain amount of records at full retail price within a year’s timeframe. People could opt out of the program by returning the records The program worked. Early in the company’s history, it commanded 10% of the industry’s record sales.

Get in the Flow

If you want a colleague to call you, you might put a sticky note in the middle of his computer monitor. Manufacturers pay stores extra money to put their products at eye level. This is where consumer’s attention naturally goes.

It is the nature of this strategy: put and arrange something in a manner that follows peoples’ attention.

Reframe the Choices

Getting what you want doesn’t need to be coercive. You can shape the choices people make by framing their options in a way that encourages “better behaviors and decisions,” says Nease.

Consider this example – choose your language purposely when encouraging an employee to step out of her comfort zone: “Would you rather attend classes next quarter to learn how to code or spend time with me learning how to do it?”

Piggyback It

Nease explains that getting what you want could be as simple as piggybacking “a desired choice or behavior to something that is already attractive.”

If you want employees to be healthy, incent them to see their doctor. As an example, a Fortune 100 insurance company adds $100 to employees’ flex spending accounts if they get an annual check-up. They’ll add another $100 if they see their dentist.

Simplify Wisely

Nease explains in his book that this strategy is about helping others make the right choice by making it easy and creating hesitation for the suboptimal choice.

Let’s say you want employees to track time spent on projects. Using this strategy, you could design an easy way for employees to track when they begin and end the project work right from their computers. You would make it difficult for employees to opt-out of capturing time.

Bob Nease’s The Power of Fifty Bits is a practical guide that walks you through the science behind his research and how to apply it to your life. In this era of distraction, short attention spans, and hurried lifestyles, Nease shares actionable insights that counter the realities of the 21st century. They are ideal for leaders, parents, and anyone else who is interested in creating positive results.

A version of this post was first published on Inc.com.

photo credit: Strategy via photopin (license)

Intrapreneurial Talent: How Do You Find the "X" Factor?

Written by Susan Foley, Managing Partner, Corporate Entrepreneurs & Hans Balmaekers, Founder, SA.AM

Recently, we’ve seen a groundswell of interest in intrapreneurship – the process of developing organizational cultures that unleash entrepreneurial innovation from within.

Although intrapreneurship can be a powerful engine for business innovation and growth, it’s really not about generating ideas — it’s about turning ideas into profitable ventures. Intrapreneurs are the instigators who make that transformation happen.

Where can you find this special breed? We suggest that you start by taking a fresh look at your existing workforce. Even if you don’t recognize these innovators as they roam the halls of your company, we can assure you, they are there — and they’re likely to respond favorably when you offer support. But before you can move forward, you must first identify the right talent.

How can you spot the best bets? You may actually know some contenders. However, if your organization is large, you may not have crossed paths with some of your most promising candidates. They’re not typical high-potential or C-level mavericks — although they do possess traits that distinguish them from the usual corporate soldier. Keep these attributes in mind as you look for the right match with your initiatives…

7 Traits of Successful Intrapreneurs

1) Intrapreneurs tell us that they feel like they don’t fit. Their organizations don’t understand them or appreciate what they do or how they do it. They see the world through a different lens. They’re independent spirits and independent minds. They think, act and make decisions differently. They often find themselves championing the opposite side of issues.

2) Intrapreneurs are a distinct group of individuals. They have a unique combination of competencies that set them apart from more traditional workers. They are self reliant, they like to explore new things, and they’re totally engaged in their heads and hearts. They actively seek out new challenges, effectively manage limited resources and stay focused on getting things done.

3) Intrapreneurs make significant leaps in thinking that are not always linear or fact-based. They’re able to connect the dots. They work with what they’ve got, not what they think they need. They rapidly test and refine ideas, to push them through each stage in a decision process. They make sense of uncertain and complex situations more quickly than most. And they’re resilient — tending to fail and recover quickly.

4) Intrapreneurs think differently. They view situations from a more holistic, “systems” oriented perspective. Many are “whole brain” thinkers who embrace both their analytical and intuitive nature. They’re integrative problem solvers who can consider two totally opposite concepts, and instead of choosing one at the expense of the other, they creatively combine ideas to form a new solution. They balance thinking and action, and they learn from the outcomes of those actions.

5) Intrapreneurs approach decision making differently. They resist diving into data too early. They don’t simplify things too quickly. They linger in complexity because it presents more options. However, they are decisive. They don’t allow caution to paralyze them. They will change direction or even shut down a project when new data suggests a different course of action. They effectively balance short term and long term demands. They’re willing to base decisions on insufficient data, rather than waiting for perfect data to become available.

6) Intrapreneurs have different motivations and aspirations than others. They are not interested in a traditional career path. They are self motivated and good at motivating others. They like to build things. They’re energized by the excitement of creating anything that moves their company forward. They want to work on the big stuff — the bigger and more challenging, the better. They like to start with a clean slate, because it gives them more freedom to be creative. They are highly curious, avid learners, and they constantly ask themselves if there’s something else they need to know. This also means that they’re restless and may easily become bored.

7) Intrapreneurs operate through action. They’re inherently creative. They typically don’t generate ideas — however they recognize the value in others’ ideas, and turn them into viable business options. They find iterative planning useful, because things are continually changing. They embrace the unexpected. They like surprise because it refines their understanding. They take calculated risks — looking at both the upside and downside of a decision. They deal with uncertainty by acting on it, rather than sitting back and waiting to see what happens.

Finding the right kind of talent is essential to developing an intrapreneurial culture. These are just some of the characteristics that successful intrapreneurs display. Of course, every individual is unique, but if you look for these traits, you’ll be well on your way to creating a team with the strength you need to move your organization into the future.

Learn More: “Business In Your Business” Conference

To better understand the relationship between corporate entrepreneurship and innovation, or if you’re looking for ways to implement intrapreneurship in your organization, check out the “Business In Your Business” International Intrapreneurship Conference in Barcelona, Spain, December 12-13, 2013. Experienced intrapreneurs and inspiring experts will share how the process works for them and explain how you can implement it, too. BONUS DISCOUNT: Get 10% off on your attendance fee — enter the code “TalentCulture“ when you register online.

Susan Foley Intrapreneurship-001(Author Profiles: Susan Foley is Founder and Managing Partner at Corporate Entrepreneurs, LLC where she helps companies leverage intrapreneurship strategies that accelerate business growth. An experienced corporate entrepreneur herself, Susan has guided organizations through intrapreneurial endeavors that have generated millions in revenue. She is also a professional speaker and author of the book “Entrepreneurs Inside.” She teaches Corporate Entrepreneurship in the Executive Education program at Babson College, and is a Fellow at the Center for Innovation and Change Leadership at Suffolk University. Connect with Susan on Twitter or LinkedIn.

Hans-Balmaekers-founder-sa.am_-001Hans Balmaekers is the Founder and Director of SA.AM, a resource for young professionals who care about their future, want to make a difference, and want to develop the mindset and skills to become change-makers. Recently, SA.AM launched an online intrapreneurship course to prepare aspiring and new intrapreneurs for success. Connect with Hans on Twitter, or on LinkedIn.)

Image Credit: Marginal Boundaries

Intrapreneurial Talent: How Do You Find the “X” Factor?

Written by Susan Foley, Managing Partner, Corporate Entrepreneurs & Hans Balmaekers, Founder, SA.AM

Recently, we’ve seen a groundswell of interest in intrapreneurship – the process of developing organizational cultures that unleash entrepreneurial innovation from within.

Although intrapreneurship can be a powerful engine for business innovation and growth, it’s really not about generating ideas — it’s about turning ideas into profitable ventures. Intrapreneurs are the instigators who make that transformation happen.

Where can you find this special breed? We suggest that you start by taking a fresh look at your existing workforce. Even if you don’t recognize these innovators as they roam the halls of your company, we can assure you, they are there — and they’re likely to respond favorably when you offer support. But before you can move forward, you must first identify the right talent.

How can you spot the best bets? You may actually know some contenders. However, if your organization is large, you may not have crossed paths with some of your most promising candidates. They’re not typical high-potential or C-level mavericks — although they do possess traits that distinguish them from the usual corporate soldier. Keep these attributes in mind as you look for the right match with your initiatives…

7 Traits of Successful Intrapreneurs

1) Intrapreneurs tell us that they feel like they don’t fit. Their organizations don’t understand them or appreciate what they do or how they do it. They see the world through a different lens. They’re independent spirits and independent minds. They think, act and make decisions differently. They often find themselves championing the opposite side of issues.

2) Intrapreneurs are a distinct group of individuals. They have a unique combination of competencies that set them apart from more traditional workers. They are self reliant, they like to explore new things, and they’re totally engaged in their heads and hearts. They actively seek out new challenges, effectively manage limited resources and stay focused on getting things done.

3) Intrapreneurs make significant leaps in thinking that are not always linear or fact-based. They’re able to connect the dots. They work with what they’ve got, not what they think they need. They rapidly test and refine ideas, to push them through each stage in a decision process. They make sense of uncertain and complex situations more quickly than most. And they’re resilient — tending to fail and recover quickly.

4) Intrapreneurs think differently. They view situations from a more holistic, “systems” oriented perspective. Many are “whole brain” thinkers who embrace both their analytical and intuitive nature. They’re integrative problem solvers who can consider two totally opposite concepts, and instead of choosing one at the expense of the other, they creatively combine ideas to form a new solution. They balance thinking and action, and they learn from the outcomes of those actions.

5) Intrapreneurs approach decision making differently. They resist diving into data too early. They don’t simplify things too quickly. They linger in complexity because it presents more options. However, they are decisive. They don’t allow caution to paralyze them. They will change direction or even shut down a project when new data suggests a different course of action. They effectively balance short term and long term demands. They’re willing to base decisions on insufficient data, rather than waiting for perfect data to become available.

6) Intrapreneurs have different motivations and aspirations than others. They are not interested in a traditional career path. They are self motivated and good at motivating others. They like to build things. They’re energized by the excitement of creating anything that moves their company forward. They want to work on the big stuff — the bigger and more challenging, the better. They like to start with a clean slate, because it gives them more freedom to be creative. They are highly curious, avid learners, and they constantly ask themselves if there’s something else they need to know. This also means that they’re restless and may easily become bored.

7) Intrapreneurs operate through action. They’re inherently creative. They typically don’t generate ideas — however they recognize the value in others’ ideas, and turn them into viable business options. They find iterative planning useful, because things are continually changing. They embrace the unexpected. They like surprise because it refines their understanding. They take calculated risks — looking at both the upside and downside of a decision. They deal with uncertainty by acting on it, rather than sitting back and waiting to see what happens.

Finding the right kind of talent is essential to developing an intrapreneurial culture. These are just some of the characteristics that successful intrapreneurs display. Of course, every individual is unique, but if you look for these traits, you’ll be well on your way to creating a team with the strength you need to move your organization into the future.

Learn More: “Business In Your Business” Conference

To better understand the relationship between corporate entrepreneurship and innovation, or if you’re looking for ways to implement intrapreneurship in your organization, check out the “Business In Your Business” International Intrapreneurship Conference in Barcelona, Spain, December 12-13, 2013. Experienced intrapreneurs and inspiring experts will share how the process works for them and explain how you can implement it, too. BONUS DISCOUNT: Get 10% off on your attendance fee — enter the code “TalentCulture“ when you register online.

Susan Foley Intrapreneurship-001(Author Profiles: Susan Foley is Founder and Managing Partner at Corporate Entrepreneurs, LLC where she helps companies leverage intrapreneurship strategies that accelerate business growth. An experienced corporate entrepreneur herself, Susan has guided organizations through intrapreneurial endeavors that have generated millions in revenue. She is also a professional speaker and author of the book “Entrepreneurs Inside.” She teaches Corporate Entrepreneurship in the Executive Education program at Babson College, and is a Fellow at the Center for Innovation and Change Leadership at Suffolk University. Connect with Susan on Twitter or LinkedIn.

Hans-Balmaekers-founder-sa.am_-001Hans Balmaekers is the Founder and Director of SA.AM, a resource for young professionals who care about their future, want to make a difference, and want to develop the mindset and skills to become change-makers. Recently, SA.AM launched an online intrapreneurship course to prepare aspiring and new intrapreneurs for success. Connect with Hans on Twitter, or on LinkedIn.)

Image Credit: Marginal Boundaries

The Art of Saying "No" for Work/Life Balance

Written by Kirsten Taggart

How many times have you said “Yes” when you really wanted to say “No?” We strive to make our friends, family, and employers happy by doing favors when asked, but sometimes its okay – necessary, even – to just say no.  This doesn’t make you selfish or rude, but the way you say it shouldn’t leave the inquirer in bad spirits. When it comes time keep these five tips in mind.

1. Be polite and respectful. A graceful rejection will leave a much better impression than a defensive one.

2. Don’t lie. Saying no is best in its simplest form. You should never feel required to state your reason, so don’t feel pressured to give an excuse.

3. If it’s a task that can be completed another day, let them know that you will be able to help at a more suitable time.

4. Offer to ask around to see if someone else is available instead.

5. Hold your ground. If they ask again, calmly apologize and reiterate that now is a bad time.

It’s important to prioritize and choose your “yes’” wisely so as not to become overwhelmed. Don’t lose sight of the importance of personal time!