Latest news with #human-centered
Fast Company
10 hours ago
- Health
- Fast Company
The new ROI: A human-centered approach to innovation
In business, meaningful growth can't happen without innovation. But innovating for innovation's sake does not accomplish much. Instead of focusing on business transformation in a silo, it is more important than ever to identify ideas that will have a positive impact on a much larger scale. The long-held business practice has been for innovators and decision-makers to evaluate the success of their ideas based on benchmarks in revenues, market share and product development. Equally important today are how new technologies and solutions contribute to the betterment of people, communities and the planet. So, how can you develop new products that create a positive impact? A key way to achieve a genuine, positive impact through product design is to prioritize a deeply human-centered approach. The needs, desires, and lived experiences of your target market must be at the forefront of every stage of design, from initial ideation to long-term implementation and beyond. This process should involve direct engagement with the target market about the problems they're encountering and the functions they need from a solution to help solve them. Members of the market should test and provide direct feedback on prototypes and pilots, ensuring product usefulness. And to ensure a product stays valuable for the long term, there must be a plan for ongoing support for users and a way for designers to gather feedback and iterate the product as needed to meet evolving needs. To imagine what this looks like in practice, consider a health tech startup developing an AI-powered app to help patients with chronic illnesses manage their conditions and maintain independence at home. Instead of solely focusing on the AI's capabilities, their human-centered approach would involve: Developing a deep understanding of the challenges by spending time with people with chronic illnesses, their families, and their caregivers. This offers a fuller picture of daily struggles with medication adherence, mobility limitations, feelings of isolation, or other challenges. Co-creating real solutions by involving these individuals in brainstorming sessions to identify features that would genuinely improve their lives. Examples could be voice-activated reminders, simplified interfaces, integrated telehealth options, personalized nutrition plans, and more. Iterative testing provides prototypes to users within the target market. Testers should have varying levels of tech literacy so they can offer valuable feedback on accessibility and ease of use. Establishing a dedicated support team to answer and continuously monitor user data (with their consent) to identify emerging needs and refine the app's features over time. Similar approaches are proving invaluable across other industries as well. For example, energy innovation can benefit from a deeper understanding of the specific energy needs, motivations and financial constraints of communities. This may help lead to determining a viable approach to developing a broader array of energy options that may serve and create opportunities for economic growth by supporting the ability to build for new industries and meet the growing demand for power. AI tools can be designed with transparency and fairness in mind by actively involving user groups from many demographics in the training and testing phases to meet the needs of all users. Mobility solutions can prioritize varying needs by incorporating feedback from different target markets, so that innovations in vehicle accessibility and transportation infrastructure deliver a positive impact for those who need it most. No matter the application, by prioritizing the human element throughout the entire process, innovation expands beyond simple products to become valuable tools and even catalysts for widespread positive change. Beyond traditional business metrics, human-centered innovation is today's new ROI, representing a key differentiator for businesses large and small.
Forbes
a day ago
- Business
- Forbes
9 Characteristics Common To Today's Most Successful Leaders
Photo credit Leadership styles must evolve to stay relevant. Yet often, there's a gap between what's needed and the way many leaders operate. During the Industrial Revolution, a directive, command-and-control approach made sense. That style was aligned with the needs of the era. Despite today's vastly different landscape, though, many leaders remain focused on KPIs, hierarchy, and top-down control. That has created a leadership crisis that's impacting productivity, loyalty, and engagement. Successful Leaders Are Human Leaders The most successful leaders are authentic leaders who take a human-centered approach to motivating and engaging their people. That involves leading with empathy, collaboration, and connection. As technology continues to reshape the workplace and change accelerates across virtually every industry and job function, being human isn't just a differentiator, it's a leadership superpower. These nine defining characteristics describe the most effective and respected leaders in today's world of work. The common thread among these impactful leaders is their focus on humanity and their commitment to the people they serve. Successful leaders are: Strong leaders are authentic leaders and are crystal clear about who they are and what they stand for. They are self-aware. They know their values, vision, purpose, unique strengths, and differentiators. You never have to guess what they're about. Although they might model behaviors of other successful leaders, they stay true to who they are, are comfortable in their own shoes, and don't try to be someone they are not. That's what makes them magnetic. Strong leaders are easy to follow because their behavior is steady and reliable. You don't have to wonder about what's important to them or how they will react to different situations. They're both reliable and predictable. Every interaction, whether it's a one-on-one meeting, a keynote, or a LinkedIn post, reinforces their core message and qualities. Consistency is one of the all-important three Cs of branding, and it's core to today's effective leaders. That's because consistency builds trust among team members and with other internal and external stakeholders. Great leaders don't fade into the background. They stand out by being unapologetically themselves. They know their personal brand differentiation. Whether through a distinct point of view, a powerful skillset, a signature catchphrase, or a unique leadership style, they are recognizable because they are unique. Differentiated leaders embrace what makes them unique and use it to their advantage. Self-proclaimed irreverent CEO Sir Richard Branson is known for being non-conforming, unforgettable, and always true to his brand. Successful leaders evolve with the times. They stay attuned to the needs, challenges, and aspirations of their audiences, ensuring their message always feels current and needed. They have a growth mindset and are lifelong learners. They never rest on their laurels, remaining open, curious, and committed to remaining relevant. While being focused and present, successful leaders are also thinking about what's next. Their mindset is expansive, and they encourage others to stretch beyond their comfort zones. Respected leaders don't hide behind titles or emails. They're visible, available, and committed to delivering value in all that they do. Visibility isn't about being famous. It's about being selectively famous. That means being seen in the right spaces, by the right people, and for the right reasons. They're present, accessible, and intentional in how they show up. They're part of all the conversations where they can contribute something of value. In addition to being visible, successful leaders are credible. They walk their talk. Their expertise, actions, and accomplishments align with the promises they make. People trust them because they back up their words with actions and results. Their credibility often comes from the acknowledgements and accolades bestowed upon them by those who know them well. Credibility is earned, not claimed. Modern leadership is built on empathy. Especially today, leaders who build powerful brands are deeply attuned to others. They put people first, creating psychological safety and connection. Doing so helps them build trust and connection. They listen, show compassion, and build cultures of inclusion and belonging. Today's strongest leaders also use coaching techniques to lead with compassion and listen with intent. The best leadership brands stand for something bigger than just personal success. Whether it's innovation, equity, sustainability, or another cause, they attach themselves to meaningful missions. They're guided by values. People follow them not just for what they do, but for what they represent. With his human, visionary, and values-led approach to leadership, Microsoft's CEO, Satya Nadella models this meaningful attribute. Around 500 BCE, Greek Philosopher Heraclitus famously said, 'The only constant in life is change.' You only need to have lived through the past five or so years to see that changes to the workplace are vast, fast, and accelerating. Markets shift, industries transform, and people change. As Robin Sharma wrote in The 5 AM Club, 'Change is hard at first, messy in the middle, and gorgeous at the end.' Great leadership brands are comfortable with the challenge and chaos of change. They have a strong foundation and know how to flex, pivot, and reframe without losing their essence. The most effective style of leadership for the modern workplace is not directive or goal-oriented, it's human. Today's most revered leaders leverage technology, build meaningful relationships, and inspire stakeholders to work together in support of a common mission. William Arruda is a keynote speaker, author, and personal branding pioneer. Join him as he discusses clever strategies for using AI to express and expand your brand in Maven's free Lightning Lesson. If you can't attend live, register to receive the replay.
Forbes
09-05-2025
- Business
- Forbes
The Human-Centric Approach To Digital Transformation
André Rizzo, McGill Executive Institute Faculty Member and Digital Transformation and Emerging Technologies Advisor, contributed to this story. In the Digital Age, People Come First Digital transformation is reshaping industries across the globe, redefining how businesses operate and compete. From AI-powered automation to advanced data analytics, organizations now have powerful tools to enhance productivity, efficiency, and customer satisfaction. Yet, despite the promise of technology, studies indicate that over 70% of digital transformation initiatives fail to achieve their objectives. Not surprisingly, it isn't technical challenges that typically cause these failures — it's the human element. When organizations prioritize technology over the people who will use it, they create an imbalance that often leads to friction, resistance — and ultimately —failure. A human-centered approach to digital transformation shifts the focus to align technology with people's needs, skills, and values. This method not only improves the adoption rate of new technologies but also boosts employee satisfaction and productivity. In other words, successful digital transformation isn't solely about adopting the latest tools; it's about creating a culture that empowers people to harness these tools effectively. Often overlooked because it seems so obvious, leadership plays a pivotal role in human-centric digital transformation. Leaders are responsible for setting the tone, articulating a clear vision, and fostering an environment where employees feel valued and included. In human-centered transformation, leaders go beyond making decisions and issuing directives; they actively engage with employees, listen to their concerns, and involve them in the process. When leaders articulate the 'why' behind digital transformation and connect it to employees' daily roles, they help bridge the gap between technology and people. This transparency reduces fear of the unknown and helps employees understand how the transformation will benefit them personally and professionally. Leaders who embrace this approach understand that their role is not only to manage change but to lead it, fostering a culture where adaptability and innovation thrive. While the topic is complex, one may argue the success of a human-centric digital transformation rests on three critical pillars: early involvement, digital literacy, and a culture of adaptability. Each of these components works together to create an environment where people feel prepared and motivated to embrace change. Involving employees from the beginning of the transformation process is vital for fostering buy-in and reducing resistance. When employees feel they have a say in how new tools and processes will be implemented, they're more likely to support them. In practice, early involvement can take many forms, including workshops, pilot programs, and regular feedback sessions. For instance, if a company is considering adopting a new project management tool, it can start by inviting employees to test various options, provide feedback, and voice their preferences. This approach builds a sense of ownership, making employees feel valued and respected. Early involvement also helps ensure that technology solutions are well-suited to the organization's unique needs. Employees who use tools daily can offer valuable insights into what features or functionalities would improve their workflows. Leaders who listen to and act upon this feedback are better equipped to make technology choices that genuinely benefit their teams. As companies increasingly adopt digital tools, the need for digital literacy grows. Employees who lack confidence or skills in using new technology are more likely to feel overwhelmed or resistant. Providing comprehensive training and support is essential to ensuring that all employees feel capable and empowered to leverage digital tools. Digital literacy training should cover the technical aspects of new tools and focus on their strategic benefits, helping employees see how these technologies align with broader company goals. Offering multiple formats for training, such as workshops, e-learning, and one-on-one sessions, accommodates diverse learning preferences and skill levels. When employees feel proficient and confident, they're more likely to embrace digital transformation confidently and constructively. Additionally, organizations that invest in ongoing digital literacy initiatives foster a culture of continuous learning and adaptability, preparing employees to tackle future challenges with resilience. The third pillar, adaptability, is crucial for sustaining digital transformation. In a human-centered approach, adaptability is encouraged and rewarded, creating a growth-oriented culture where employees feel safe to experiment, take risks, and share ideas. By recognizing and celebrating adaptability, companies signal that flexibility and innovation are valued behaviors. For example, some organizations dedicate 'innovation hours' for employees to explore new technologies, test new ideas, or brainstorm improvements to existing processes. This approach provides a structured opportunity for employees to contribute to the organization's digital transformation, fostering a sense of ownership and creativity. Furthermore, a culture that values adaptability doesn't expect employees to become experts in every new tool immediately. Instead, it promotes a mindset of learning and continuous improvement. In a human-centric transformation, leaders don't simply implement change; they support and sustain it. Effective leaders create open channels of communication, where employees can voice concerns, ask questions, and seek guidance. This transparency builds trust, helping employees feel secure as they navigate changes. Clear communication from leadership is particularly important during times of transition. Leaders should take time to explain the rationale behind each change, address misconceptions, and provide frequent updates. By remaining visible and accessible, leaders show employees that transformation is a shared journey, not an isolated mandate. The evidence is clear: companies that prioritize people alongside technology will be the ones that succeed. Human-centric digital transformation is about more than adopting the latest tools; it's about creating a culture where people feel empowered to embrace change. By involving employees early, investing in digital literacy, and fostering adaptability, organizations can pave the way for sustainable growth and innovation. In the next article in this series, we'll explore how companies can navigate the hype surrounding emerging technologies to make informed, strategic investments. By focusing on practicality and alignment with business goals, organizations can adopt technologies that deliver lasting value rather than short-lived excitement.
