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Scooped by Deb Nystrom, REVELN
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Why We Must Invest In Millennials To Survive ~ What They Want in a Career

Why We Must Invest In Millennials To Survive ~ What They Want in a Career | Innovation & Institutions, Will it Blend? | Scoop.it

"Find out why understanding the Millennial generation is important, if not crucial to a business' survival."


No single trend has a greater impact on business, government or the role of technology in the world than the emerging millennial workforce. ...[They are the]...  largest purchasing class in the world.


Excerpted:


  • They are the first generation born into the mobile device. According to a survey, millennials would rather give up driving than their smartphone or laptop.
  • They are driven by purpose, rather than professional recognition.....they care more about making a positive difference than workplace recognition.
  • They ...they want a meaningful career....not old school companies.
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....millennial consumers don’t buy products, they buy experiences and they want easy access
       
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In his keynote, Bill McDermott said, “Millennials are disruptive and creative...They will define the future of work into an environment that is highly digitized, mobile, social and of course, sustainable  ... “dematerializing and demonetizing at a breathtaking pace,” impacting markets in a disruptive way.

    

....millennial consumers don’t buy products, they buy experiences and they want easy access to these experiences.

    

...almost every mobile device maker is now trying to capitalize on the next biggest idea – wearable technology.


Related posts by Deb:
     

3 Success Factors for High Performance Teams, and What Gets In the Way (includes interview with a Millennial)

       

3 Things That Cause Ethical Breakdowns in Workplace Culture: Timing a Reminder is Everything     

Deb Nystrom, REVELN's insight:

Juicy nuggets of trend watching on this generational keynote useful for innovation forecasting from SAP's business innovation blog.  

Do you agree with the characteristics listed for Millennials, dematerializing and demonetizing? ~  Deb

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Deb Nystrom, REVELN's curator insight, November 4, 2013 8:20 PM

Rescooped from my Innovation and Institutions curation stream.  Do you agree with the characteristics listed for Millennials, dematerializing and demonetizing and the statement of their huge impact as the "largest purchasing class in the world? " ~  Deb

Deb Nystrom, REVELN's curator insight, November 18, 2013 1:07 PM

Do you agree with the characteristics listed for Millennials, dematerializing and demonetizing and the statement of their huge impact as the "largest purchasing class in the world? "


From Careers & Self-Aware Strength which also features recent articles on creativity and the End of Jobs.    ~  Deb

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The Science of Success with Innovation Research

The Science of Success with Innovation Research | Innovation & Institutions, Will it Blend? | Scoop.it

"She started her own creativity and innovation consultancy company to do what was NOT being done, – using academic research to improve innovation in companies"


Amantha Imber wondered why the research she had read was not being applied to help firms innovate.


What was the use of having a body of scientific research, including proven drivers to innovation, if it was not being used to help companies grow?


“There was a gap between academic research and what happens ‘in the real world’,” she says.


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"..staff need to feel a sense of challenge. They also need to have the resources to deliver."

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Six years later the consultancy she founded, Inventium, is advising some of the world’s best-known corporations, including Coca-Cola Amatil, American Express, Qantas and Commonwealth Bank of Australia.


Inventium won this year’s BRW Client Choice Award for best management consulting firm. The awards are run by Beaton and are based on responses from more than 40,000 professional services clients to ensure their independence.


...“People talk about trying to build a culture of innovation. From analysis we know what sorts of elements need to be present,” Imber says.

“One of the most important is that staff need to feel a sense of challenge. They also need to have the resources to deliver.

People need to feel that risk-taking is allowed and failure is not terrible, but rather an opportunity to learn.”


She says there are keys to transforming ideas into realities.


“Crush assumptions,” she says. “Whenever we set out to solve a problem, we have assumptions that fence in our thinking.


By deliberately crushing assumptions and asking ‘What if the opposite was true?’ you can significantly increase your  creativity.”


Deb Nystrom, REVELN's insight:

Quite the success story. Congratulations to Amantha Imber and the companies she's helped be successful. ~ Deb

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Big Data, Challenging HR Beliefs, Empowering Worker Success

Big Data, Challenging HR Beliefs, Empowering Worker Success | Innovation & Institutions, Will it Blend? | Scoop.it

"Work history does not matter as much as we think it does, and bosses matter more — these are findings from an emerging field called work-force science."

  

...Work-force science, in short is what happens when Big Data meets H.R.

   

....“This is absolutely the way forward,” says Peter Cappelli, director of the Center for Human Resources at the Wharton School of the University of Pennsylvania. “Most companies have been flying completely blind.”

  

Today, every e-mail, instant message, phone call, line of written code and mouse-click leaves a digital signal. These patterns can now be inexpensively collected and mined for insights into how people work and communicate, potentially opening doors to more efficiency and innovation within companies.



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...research ...found that the most important characteristic for sales success is a kind of emotional courage...even after initially being told no.


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For example:


...Tim Geisert, chief marketing officer for I.B.M.’s Kenexa unit, observed that an outgoing personality has traditionally been assumed to be the defining trait of successful sales people.

But its research, based on millions of worker surveys and tests, as well as manager assessments, has found that the most important characteristic for sales success is a kind of emotional courage, a persistence to keep going even after initially being told no.



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...numbers and grades alone did not prove to spell success at Google and are no longer used as important hiring criteria....

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For years, [Google] candidates were screened according to SAT scores and college grade-point averages, metrics favored by its founders. But numbers and grades alone did not prove to spell success at Google and are no longer used as important hiring criteria....

Google has found that the most innovative workers — also the “happiest,” by its definition — are those who have a strong sense of mission about their work and who also feel that they have much personal autonomy.

Deb Nystrom, REVELN's insight:

This may explain a few things, and encourage more focus on the hiring process and less on over-managing what comes after.  ~  D

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Deb Nystrom, REVELN's curator insight, April 21, 2013 11:04 PM

There are many implications for using the results for also helping individuals find more successful and satisfying career paths as well.  ~  D

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What It Takes to Be a Serial Innovator INSIDE established companies

What It Takes to Be a Serial Innovator INSIDE established companies | Innovation & Institutions, Will it Blend? | Scoop.it

"Researchers discuss the characteristics of people who successfully develop significant innovations in established companies."


Why serial innovators are fairly rare:  The low percentage make sense as the qualities needed are difficult to nourish in many corporate cultures.


Excerpt:


Serial innovators, whom the authors define as people who develop and bring to market at least two successful breakthrough products in an established company, are not all that common.


Griffin, Price and Vojak estimate that they represent anywhere from one in 50 members of an R&D and engineering staff at a smaller organization to one in 200 at a larger organization — and perhaps as few as one in 500 at most Fortune 200 companies.


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   ...willingness and ability to “cross the bridge,” ...taking on the organizational politics required to convince others ...of the value of their innovation

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Typical characteristics of serial innovators:

  

  • a track record of technical excellence (which helps them gain freedom to innovate within their organizations) and 
    
  • a strong focus on solving important problems for customers (which helps them choose commercially relevant problems to tackle). 
  
  • They also have a willingness and ability to “cross the bridge,” as the authors put it, from merely inventing a good solution to taking on the organizational politics required to convince others in the company of the value of their innovation. 

     

  • curiosity and 
   
  • systems thinking => integrate disparate data and information, creatively connect the dots in logical and powerful ways.

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