Primed Quotes

July 29, 2009 by Andrew (Drew) · Leave a Comment 

“The five essential entrepreneurial skills for success are concentration, discrimination, organization, innovation and communication.” – Michael Faraday (English Physicist who contributed to the understanding of electromagnetism. 1792-1867)

Media Wave

July 28, 2009 by Andrew (Drew) · Leave a Comment 

We don’t stop using the old media when new ones come along. It’s cumulative.

Primed Polls

July 28, 2009 by Andrew (Drew) · Leave a Comment 

Poll re: the influence of innovation

Christensen’s Disruption Model – Easily Explained

July 28, 2009 by Andrew (Drew) · Leave a Comment 

Jeff Monday from Monday Dots explains Clayton Christensen’s disruptive innovation model here

Doing the unexpected – re-priming your audience

July 27, 2009 by Andrew (Drew) · Leave a Comment 

Federal Reserve SealThis morning among a torrent of news stories on the state of the world was a feature regarding the Chairman of the Federal Reserve, Ben Bernanke, and his “full court press” in shifting the public perception of the role of the Federal Reserve. For months, with the turmoil of the global economy and the near collapse of the US-based financial markets, the Federal Reserve has been wrestling a pubic perception that it has not done enough to protect the livelihood of those most vulnerable in this time of pervasive economic hardship. They are seen as a secret and somewhat menacing organization, one that appears primarily interested in ensuring the well-being of the vested interests of the investment banking community.

This morning’s news, while not earth-breaking, is actually a significant departure for the Federal Reserve and the role of the Chairman in particular. It certainly has the media in a a bit of a frenzy.

Essentially, Mr. Bernanke is attempting to re-frame how the public sees the role of the Fed. As the New York Times noted, “In a profound departure from the central bank’s tradition as an aloof and secretive temple of economic policy, Mr. Bernanke has plunged into the public spotlight to an extent that none of his predecessors would have contemplated.” The previous Federal Reserve Chairman, Alan Greenspan, while a rockstar in the financial services and banking worlds kept quite a low profile. His appearances on Capitol Hill and his infrequent public pronouncements increasingly developed the power to move markets quite dramatically. All of which added to his perceived power.

Mr. Bernanke, on the other hand, has found himself in the unenviable position of having to justify his actions in a more public manner in order to maintain his right to hold sway over monetary policy. While the Federal Reserve’s span of authority has been greatly increased in response to the economy, the inability of the Fed to prevent the turmoil in the financial sector has meant that Mr. Bernanke needs to re-position the value of the Fed. This need arises in the face of an increasingly vocal constituency who are advocating restrictions in the Fed’s oversight responsibility, or additional Congressional oversight. Both of which would place monetary policy into a partisan political environment and would ensure decision drag.

In this light, Mr. Bernanke’s move is not only the right one, its success is vital. His response to the changing conditions of his role and the role the Federal Reserve plays in securing the United States economic health through the judicious application of policy has required that he reinvent the perception of both. You’ll note that the prefix “re” has been appended to quite a few words. With good reason. The implication is that priming requires understanding the current perception (and the ways in which it is reinforced) so that you can address it and change it in meaningful manner. In Mr. Bernanke’s case this may be an uphill battle.

How does this relate to innovation and the power of priming?

In order to introduce new perceptions, ideas, processes, systems, products or services, you need to prepare to willfully introduce change. This is a disruptive endeavor. To do that successfully you need to understand the context into which you are going to introduce that new concept. The key is to start with the current state. What do you actually observe? What do you hear? What do you feel? How do all those inputs form a complete assessment of the current state? Only with that in mind can you then begin to re-position the new concept in relation to and supported by the existing primed state within your organization. From that position you can change and influence what is possible or probable, expanding the range of acceptable change.

Do you see what I see? – on being “primed”

July 24, 2009 by Andrew (Drew) · Leave a Comment 

Do you see what I see? Yes…and no.

In an earlier post I described an experiment to demonstrate an aspect of priming, termed fundamental attribution error.

It should be noted that the process of attribution has some inherent cultural bias in that more individualist cultures (such as Australia or the United States of America) seem to be more easily influenced by the observed behavior than the setting. In more collectivist cultures (such as Japan or Thailand) where conformity to social norms is a key attribute, the tendency is to look for more environmental and group interaction social cues when assessing reasons for behavior. In both situations we are primed to make up stories to explain why people are behaving in the manner we observe.

This concept also supports an inherent cognitive bias, that of group attribution error. In that case group members appear more likely to attribute the decisions of their own group to its decision rules, while they tend to attribute the decisions of another group to its members’ attitude. “We followed the rules. They cheated.” An interesting perspective on this cognitive theory is how it is being influenced and modified by pervasive “always-on” and “always-connected” technologies. More on that in a later post.

MRI Head Scan/iStockphoto

MRI Head Scan/iStockphoto

In this single cognitive theory we see the seeds of how we are “primed”. Being primed describes the preparation for action that comes from participation in organizational systems and in life in general. We need to act, in fact are compelled to act by social necessity. We are primed to learn at a young age. We are primed to engage with others, when we mirror the social interactions of our family. We are primed to make friends and romantic attachments. We are primed to search for meaning and joy. So much of this priming is subconscious. Yet it informs everything. What we perceive, what we do and what we say. Even who we are.

Another interesting aspect of priming is that it exists without an inherent value bias. It is neither good nor bad. Priming simply happens and it is ongoing. Whether we recognize it or not.

With the odds stacked against us in terms of the exercise of our free will how do we combat our hard-wired tendency to go with what we think we know? Well being primed is also an intentional act. We can directly address the way we are primed and the way in which we help prime others so that we can realize the changes we seek. Much in the same way an athlete may mentally prepare for hew event through training and coaching we can also prime ourselves to perceive and respond differently. What we need to understand are the forces at play that are creating perceptions; our self-perception, our perception of others and our perception of reality as we experience it. In understanding those perceptions we can choose to influence them, change them and, yes, eradicate them in the face of better data (or better perceptions!) It is concerned with finding those perceptions that reinforce or hold the greatest sway over how we think, feel and act. When found, it is about challenging them in a systematic and meaningful way to create a better outcome. The end results: better organizations, better innovations and better value creation.

The Chaotic Organization – Oxymoron or way of life

July 24, 2009 by Andrew (Drew) · Leave a Comment 

What is the purpose of structure in an organization? The intent is usually to create efficiencies for the creation of value through specialization, and the subsequent leverage of capabilities and resources. Many organizations, especially those struggling to create new value experience periods of chaos. That said, they do tend toward self-organization after a time (provided that no more change is introduced.) The only problem is that they don’t optimize through that process. The resulting sub-optimization leads to more chaos and confusion as the organizational ties of communication, relationship, processes and systems begin to unravel. Where is your organization on the spectrum?
Chaos Incarnate? – or – Organization Personified?

Inaugural ProductCamp NYC

July 23, 2009 by Andrew (Drew) · Leave a Comment 

Last weekend I attended the inaugural ProductCamp NYC at the Downtown Association in Manhattan, NY. A great time was had by all. It was the “coming out” for the New York Product Management Association. Join their LinkedIn Group here

Seeing the world around us

July 23, 2009 by Andrew (Drew) · 2 Comments 

Our experience of the world is a strange and unique thing.

The perspective we bring to our interpretations of events, the actions of others, and what we witness are essentially personal fictions. For each of us they are as concrete and real as the chair we may be sitting upon and the phone into which we are thumbing text messages. The only trouble with that is that it is a dubious reality. Our experience of our reality is a manifestation of our attention (Where), focus (What), action (How) and interaction (Who/What). Due to constant shifts in those four parameters our reality shifts and, fittingly enough, it seems the reason for this is that we are hard wired to keep telling ourselves lies.

Really.

To explore this we need to take a slight detour into the world of cognitive theory so we can begin to understand what we are up against when we try to change our own behavior, let alone the actions of others, or an organization’s culture. A striking example of our inability to see the world as it is can be seen in realm of attribution theory. The “fundamental attribution error” (also known as correspondence bias or attribution effect) is a cognitive theory that describes how we are driven to use our perception and assessment of personality-based explanations of observed behaviors, devaluing the situation in which we observe those behaviors, in assessing the motives, capabilities and behaviors of others. In this context a person behaving pleasantly, treating others well, may be considered a polite and considerate individual regardless of the fact that they may only be behaving in this manner because of social etiquette demands.

I had an opportunity to observe a clear example of this bias as part of a presentation on managing risk and uncertainty during the last day of a the delivery of a three day training program. I had read of a simple experiment designed to demonstrate fundamental attribution error and was keen to try it in a live setting. I asked the program attendees to write down a question related to their own area of subject matter expertise. A selection of questions related to the risk associated with their expertise were to be asked by ten randomly selected participants and answered by me. Before beginning the process of answering the sampled questions I asked the group to decide how many questions they thought I would answer correctly. The average was seven. The group then selected the first person to ask a question who, after I had failed to provide the correct response, selected the next person from the group to ask a question and so on until ten questions had been asked and answered. The end result, one out of ten was answered correctly.

Why the difference between expectations and outcome? It’s a matter of how they had been primed over the duration of the course.

Where you stand is also how your seen

Where you stand is also how your seen

Essentially, the group made a fundamental attribution error based on their experience of me as a subject matter expert leading their program for three days. I had been the primary provider of their learning experience, guiding and teaching them, and at times successfully fielding quite challenging questions. As a consequence when asked to “test” their perception of my capabilities they extended my personal demonstrated subject matter expertise to an understanding of their own.

Hello world!

July 21, 2009 by Andrew (Drew) · Leave a Comment 

Primed Logo Speech BubbleWelcome to Think Primed, the home of Primed Associates LLC, where we are dedicated to improving the culture of innovation. We exist to help organizations and their members realize their greatest potential by removing impediments to effective cross-organization communication, developing a shared understanding of their common goals , and driving meaningful execution of their innovation intent.