One of the simplest and most powerful ideas that isn’t really taught anywhere is the willingness to change your own mind. Being able to change your mind is a superpower, and there aren’t many people out there with this unique superpower.
The goal of every leaders is to leave people better than you found them. Unfortunately this is an anomaly in many organizations since the modus operandi is the opposite: not develop employees for fear they’ll take your job or leave.
It has been a while since I last read a book specifically about innovation because it’s quite repetitive. Innovation is about doing a few things consistently; driven by a very specific skillset found in people.
Anything worth doing in life will challenge you. Our minds and bodies want to take the path of least resistance. By pushing yourself, you will get the most out of life. Like people, organizations are the same; most organizations simply go through the motions of innovation. They mistake innovation work for efficient work, but innovation is messy. It’s the opposite of business as usual, it aims to change business as usual for the better.
For things to change, someone has to start thinking and acting differently. Most of the time, it’s maverick’s who challenge the status quo; not incumbents. For all the talk about corporate innovation going on, truth is there’s not much going on. Most of it is just talk. In the big scheme of things, any story about corporate innovation is truly an anomaly.
How does Netflix innovate? Just like any organization that has a track record of innovation, you have to start with it’s culture. Luckily, you can learn about Netflix’s culture from the CEO himself. In his book, No Rules Rules: Netflix and the Culture of Reinvention, Reed Hastings describes 4 steps which all employees follow within Netflix to pursue an idea they’re passionate about.