When we start projects with our clients, one of the first items we talk about is whether they want people to be anonymous in our prediction market or if they’ll use their real identities. The answer often reveals a lot, both about company culture and their personal fears of what will be made transparent. The spoiler alert is most don’t want anonymity.
After working with dozens of companies who have culture initiatives, I’m convinced their multi-million dollar investments in consultants, employee time, internal marketing, and the like will only see a partial return because a blocker is in their way: their culture of fear.
In the last month we’ve had two potential clients, after receiving proposals from us for projects, say they needed to step back and start the projects very differently than what we had originally discussed. They just weren't ready yet, they acknowledged...
When an organization is undergoing dramatic change, much of the focus is rightfully placed on how leaders communicate to employees. But what's often forgotten is getting signals back from employees about how they're dealing with change. Are they supportive? What do they think should be prioritized? An internal idea crowdfunding campaign can be a powerful motivator to make employees part of the solution and give purpose when it's most needed.
Everyone who has worked in corporate America has seen or used it. The traffic light metaphor for status. Red, there’s significant problems with a project. Yellow, there are some issues, but we’re going to make it. Green, all is good. Unfortunately, this system is a disaster for decision making.
Cultivate Labs CEO, Adam Siegel, recently spoke at the Institute for Business Forecasting and Planning and spent time hearing directly form attendees about the challenges they face. He shares lessons learned about the challenges sales and operations planners face in their roles, and how crowdsourced forecasting can alleviate them and improve their forecast accuracy and efficiency.
In more than 10 years of working with large companies on building prediction markets and other crowdsourced forecasting mechanisms, we’ve seen one common thread with the projects that are unsuccessful. Project owners overestimate the technology, and underestimate what it takes to engage people to make the technology successful. Avoid these 5 pitfalls to improve the success of your Cultivate Forecasts prediction market.
An open door policy isn't an effective feedback tool for leadership if you haven't created an organizational culture that's open to feedback. Your team can provide valuable insight and feedback about decisions, so actively work to create an environment in which employees are comfortable speaking up to leadership.
As crowdsourcing becomes more widely adopted as a corporate innovation tool, the spotlight is on external crowdsourcing: engaging outside stakeholders such as experts, customers, and the general public to understand market demands and to collaborate on new product and service development. At the same time, organizations have recognized the innovative power of one more important constituency: their own employees.
The ousting of Uber CEO Travis Kalanick on Tuesday is hardly surprising, though perhaps a bit out of step for both the revered ‘boys club’ who traditionally protect their own and the Silicon Valley culture that worships individuals who can, at all costs, create 10x returns on investment. But he should’ve seen it coming a long time ago, he brought it on himself after all...
The stats on innovation leadership within corporations show there's a big discrepancy between leaders' appetite for innovation and their ability to execute. Corporate innovation won't succeed when it's solely driven from the top. It has to be fostered as an organizational capability. Here's a starting point.
A multinational energy company uses Cultivate Forecasts predict economic and geopolitical events that impact oil and gas prices. We find out why they decided to incorporate internal crowdsourcing within their business and how they have been so successful at engaging employee participation.
if companies, especially the large ones, want lasting innovation - the kind that permeates everything they do, the kind where “innovation” never has to be spoken about, i.e. “let’s be innovative,” they just are by design, there are two things that have to be fundamentally re-thought...
Thanks to the Illinois Technology Association (of which we are a member) for publishing our guest blog post on toxic corporate culture. We make the argument that before you can heavily invest in shiny new technology as you prepare for the #futureofwork, you should look to make positive changes to your culture first to take maximum advantage of your investment.
For years, companies of all shapes and sizes have utilized the power of the crowd to research, test, and drum up support for their products or service offerings. It makes sense — tapping into the external crowd can not only power idea generation at scale and in real time, but it can also drive engagement among your most important brand ambassadors.Traditionally, market research has dictated that customers (or people like them) are always the best sources of information. But this is limiting...
One of our developers left Cultivate recently to go work for a much larger company - an experience he has never had before. They are throwing more money at him than we ever could, and he will work on a team larger than our entire company...
It is incredible that a company of Uber's size, with the experience they have entering new markets is still having the kinds of colossal failures they are having in Germany. But Uber is certainly not alone in costly missteps like this and billions are being lost every year. Yet a solution already exists: your employees.
Amongst the leadership teams of the portfolio companies at any medium to large investment firm, there is an incredible amount of experience, wisdom, and perspective that is not collectively being taken advantage of.
Have you ever been tasked with driving a project you’ve felt was going nowhere? Maybe you were a project manager or project owner, coordinating a team that was working on something you felt wasn’t gaining traction within the organization.
“How do we get people to do things?” It was only the first week at my new job here at Cultivate Labs when a client asked about how to increase participation in their prediction market. It’s the million-dollar question that undoubtedly comes up in every work project that requires any sort of change management effort... ever.