three people problems and three solutions in new product development
TRANSCRIPT
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Stage-Gate® Leadership Roundtable 2015 © 2000-2015 Stage-Gate International
Stage-Gate® is a registered trademark of Stage-Gate Inc.
Three People Problems & Three (Actually, Six!) Solutions
That Just Might Work For You
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Let’s Start with the Q and A
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Transparency
Humility
Flexibility
Collaboration
Listening
Friendliness
Agenda
1) My story: Challenges, solutions
2) Tools I used
3) Your challenges
4) Group solutions, using tools
5) Review lessons learned
6) Other???
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And
An Association for Everyone!
6
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Transparent, Friendly
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Always Standing Always Eating
Co-Creation*Collaboration*Engagement*Involvement*
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The New Rules of Work
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Why I Was Hired 1) Create idea-to-launch framework
2) Issue green, red lights
3) Review all products
From good to great
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3 Years Later: ASAE Focus Framework
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Idea Generation
Idea Pipeline Group
Member input
Learntechnique
s
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All products reviewed
Product Review
New product
s
Legacyproduct
s
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Review Criteria
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Online Proposal Review
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Focus Team Scores Proposal
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Two Options
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Annual Review
Portfolio Analysis
We look for patterns
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New Workbook About Our Process
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Problem #1: How to Shrink Team?
How Can We Reduce the Size of This Group?
Collaboration
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People #2: How to Manage Change?
1)“Departments are losing autonomy.”2)“Who gets to be on the NPD Team?”3)“What do NPD Team members know about our dept.?”4)“Will decisions be fair?”5)“Will decisions be transparent?”6)“What if our ideas get rejected?”7)“Will there be an appeals process?”8)“How long will this take?”9)“Hurry up – but everyone must be included & happy.”10)“We were already successful.”11)“Why so much focus on money?
Listening
Transparency
Collaboration
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Our Listening Tour
Change Management
Listening
Collaboration
Transparency
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Problem #3: Include Product Manager?
Flexibility
Collaboration
Transparency
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Bonus: People Problem #4: Could it be you?
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Strength Finders:
1) Strategic
2) Achiever
3) Maximizer
4) Ideation
5) Intellection
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Andrew Bosworth, VP, Facebook
“I thought my job was to be right.
“I thought that was how I proved my worth to the company.
“But my job was to get things done, and doing anything meaningful past a certain point requires more than one person. If you are right but nobody wants to work with you, then how valuable are you really?”
He wasn’t being actively mean, but “callously indifferent,” which over time “is indistinguishable from being mean.”
Humility
Friendliness
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"Being likeable is very important, and winning every argument is less important.“
- -Retired Congressman Barney Frank
Humility
Friendliness
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"You’re going to need all the help you can get and people are not going to help you if they do not like you.“
- The Imitation Game
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IN SUM
1) Transparency: How can you share info, plans?
2) Listening: How can you actively engage stakeholders?
3) Flexibility: Can you modify the process to suit people?
4) Collaboration: Who can share decision-making?
5) Humility: Might you be part of the problem?
6) Friendliness: Do colleagues/customers like you?
6 TOOLS I USE TO SOLVE PEOPLE PROBLEMS
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Roundtables: Choose a People Problem, Then…
1) Transparency: How can you share info, plans?
2) Listening: How can you actively engage stakeholders?
3) Flexibility: Can you modify the process to suit people?
4) Collaboration: Who can share decision-making?
5) Humility: Might you be part of the problem?
6) Friendliness: Do colleagues/customers like you?
USE THESE TOOLS TO PLAN A NEW APPROACH
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