Have you ever read the book or seen the movie Moneyball? It’s based on a true story.
Think of Moneyball as an organizational performance story, not just a baseball story.
In 2002, the Oakland A’s, with a payroll one-third the size of other teams, focused on a few player statistics that every other team had available, but had overlooked. As a result, the A’s built a competitive advantage that lasted for several years.
Moneyball is an example of a recent management innovation.
Our goal is to help you find overlooked opportunities to improve organizational performance and financial results in your company using innovative ideas.
In order to see how you might capitalize on management innovations in your company today, let’s review some historical examples of innovation.
- While GE is out of favor today, in the early 1900’s, GE perfected the idea of an industrial research laboratory to develop new products. GE got the idea from watching how Thomas Edison did research and how he became a prolific inventor. This world class innovation process explains much of GE’s success over many decades.
- DuPont played a pioneering role in the development of capital-budgeting techniques when it developed the use of the return on investment calculation in 1903.
- Procter & Gamble’s dominance in the packaged goods industry has its roots in the early 1930’s when the company began to formalize its approach to brand management.
- Visa owes its success to organizational innovation. When Visa’s founder banks formed a consortium in the early 1970’s, they laid the groundwork for one of the world’s most recognized brands.
- Linux, the computer operating system, is an example of a recent management innovation for open source development.
- FedEx tried a span of control experiment in the late 1970’s. How would it work to have a manager manage 75 employees instead of 8-10 employees?
- Toyota, different than other manufacturers, expected front-line employees to help improve the production process. The result was that Toyota developed industry-leading production processes.
- Whole Foods developed a management model in their stores where teams operated without managers. It was revolutionary and very successful.
- Current innovation? Companies that figure out how to work more effectively with the Millennial generation will create an advantage.
Notice, we haven’t focused on technology innovations. Examples of technology innovations are numerous, but not applicable to most companies. Our focus here is on innovative things you can do to drive improvements in organizational performance.
What non-technology innovation examples can you think of?
- A new product?
- A new product category? (ex: Febreze)
- An underserved-market?
- A competitive advantage?
- A service innovation? (ex: Uber – yes, technology, but also service)
- Fresh thinking? (ex: Moneyball)
Do you KNOW, down to your toes, that your company could be or should be achieving better results in one or more areas? If so, how can you use innovative ideas to improve results at your company.
Here are 3 examples of organizational performance innovations available to your company based on our area of expertise, the science of human behavior.
Research in the science of human behavior reveals that top performing employees produce 4 times more of a return on investment to their companies than average performers at the same company. How much would results improve if you had twice as many 4X top performers at your company? It’s very achievable.
Interviewing is Flawed
Job candidates have rehearsed and perfect answers to every question you ask.
Extensive research on interviewing reveals something remarkable: A job candidate, when asked a question, will display the true emotion they are feeling for 3/10ths of a second before they give you their rehearsed, perfect answer. We help you see who the candidate really is in that 3/10ths of a second. The result is far fewer hiring mistakes and much better odds of hiring a 4X top performer.
Sales Team Performance
Through our proprietary process, we actually help sales teams incriminate their own existing behaviors and results. In our process, sales people realize that their current thinking, attitudes, beliefs and assumptions are preventing them from improving their own results. They become more accountable and responsible for their own results. Results improve…sometimes dramatically.
We help companies use principles from the science of human behavior to improve operational performance and financial results…sometimes dramatically. The science behind our work is called Organizational Behavior.
How can you use innovative ideas to improve organizational performance and financial results in your company? Focus on finding these overlooked opportunities and you’re likely to find them.
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