How to hold a conversation around organisational change
People are often a blocker to organisational transformation. Change can be a daunting prospect, and is sometimes perceived as an attack on an individual or team’s place in business. It might seem simple, but open, honest communication and reflection can bypass some of these blockers.
In this piece the top tips are: forget efficiency, focus on listening, be open to change yourself and have multiple conversations. Successful change can’t be rushed – while a whole company email might be the quickest way to communicate it might not be the best way to create trust and excitement in the project. Listen to people’s concerns and make sure they know their voices are being heard. You will find that some reservations are legitimate, in which case you need to address them and be open to changing your plan.
Overcome resistance to change with two conversations
Harvard Business Review, 4 minutes
Enable technology to enhance, not consume, your life
Headlines often tell us that digital technology is ruining our capacity to pay attention, and that we’re helpless to it’s allure.
In this Huffington Post piece, our CEO Antony Mayfield explains that this isn’t the case. Digital technology enables us to do so much more than we could previously. The trick lies in prioritising how you use technology so that instead of it getting in your way, it enhances your life.
Why we need to start minding our own attention
Huffington Post UK, 4 minutes
Insights from Tata Communications and Forrester from our recent event
Last week we were joined by Craig Hepburn from Tata Communications, Forrester’s Martin Gill, and an invited group of senior marketing and transformation peers to discuss why digital transformation is (still) so challenging.
The key messages were:
- First, diagnose where you are and the journey that the organisation needs to take.
- Use milestones to measure incremental success.
- Strong leadership and a digital mindset are key.
- Communication and collaboration should be encouraged.
What are the blockers to digital transformation?
Brilliant Noise, 4 minutes
How design can impact customer experience
This report highlights the importance of design teams (and indeed all employees) to customer experience. Coca-Cola recruited new designers to bring their classic brand identity and heritage to life, while adidas empowered their design teams to work more efficiently.
adidas is a great example of how organisations can improve employees’ experience to improve customer experience. The sports brand realised that to make the onboarding process of new design tools a success, they needed to empower rather than dictate. A conference was organised for early adopters of the tools to advocate their use to colleagues, breakfast sessions were held for the designers to discuss the tools and how they might use them, and external speakers were invited to spark discussion and develop creativity.
Coca-Cola and adidas put design at the centre of customer experiences
CMO.com, 4 minutes
What machine learning is learning from the brain
Machine learning involves training a system of computational nodes, inspired superficially by models of the brain, to make categorisations and predictions based on large datasets. For example, you can train a machine learning algorithm on a dataset of images to distinguish between images of faces versus images of inanimate objects.
The new approach outlined in this article brings the technique closer than previously possible to how neurons in the brain actually work. The learning algorithm involved can make use of sparse coding, like our brains. When we learn something new, it’s computationally expensive and large numbers of neurons are involved in processing the information. However, once something is learned, we make use of sparse coding – only a few nodes in the system have to be activated in future for the system to immediately recognise that object.
Neuromorphic chips offer neural networks that actually work like the brain
Motherboard, 3 minutes