Skip to main content

How To Innovate And Grow Via Nondisruptive Creation


The book, Beyond Disruption, shows companies how to build a path beyond disruption, where economic growth and social good are not trade-offs that work against each other and divide us. 

“It’s what we call nondisruptive creation that allows us to innovate and grow without disruption and social pain,” share the authors W. Chan Kim and Renee Mauborgne.

 

Nondisruptive creation has three distinctive characteristics:

 

First: It can be generated by a scientific invention or a technology-driven innovation. But it can also be generated without science or technology-drive innovation. This is good news for many entrepreneurs, executives, and companies that lack the wherewithal or the appetite to invest in scientific or technological innovations.

 

Second: Nondisruptive creation is not limited to any specific region or socioeconomic standing. It’s applicable to any geographic area of the world.

 

Third: Nondisruptive creation is not the same as new-to-the-world innovation. For example, an offering that already exists in one area can be brand new when it is offered in other areas.

 

“In contrast to ‘creative disruption,’ (i.e., Netflix/Blockbuster, Uber/Taxis, etc.) – nondisruptive creation helps people and businesses succeed while doing social good in a way that doesn’t destroy thousands of jobs and entire companies that so often happens when companies set out to ‘disrupt,’” explain the authors.

 

Some recent nondisruptive examples include:

 

23andMe: DTC genetic testing helps understand ancestry and disease without displacing geneticists or hospitals. $1B+ current valuation.

 

Kickstarter: Public idea financing without displacing investors or banks. Created ~300K+ jobs, 8,000+ companies and $5.3B+ of direct economic impact.

 

E-sports: Reimagined gaming as an active, physical, in-person event and is now even an OLYMPIC sport. Industry worth $1B+ with an estimated 175M+ fans around the world.

 

As you read the book, you’ll learn how to apply the authors’ recommended pattern to pursue non-disruptive opportunities in a three basic steps systematic way.

 

Step 1: How to identify and spot non-disruptive opportunities that may be on the horizon or right in front of you. How to assess the size of the market potential and how to scope the opportunity so it becomes practically and emotionally feasible to act on.

 

Step 2: How to find a way to unlock the opportunity by using an assumption implication analysis, which allows you to get clear on all the unspoken assumptions that have blocked the opportunity and how to reframe them to find a way to unlock it.

 

Step 3: How to secure the needed enablers and realize the opportunity in a high-value, low-cost way.


W. Chan Kim and Renee Mauborgne


W. Chan Kim and Renée Mauborgne are professors of strategy at INSEAD and co-directors of the INSEAD Blue Ocean Strategy Institute in Fontainebleau, France. They are the authors of the over 4 million copy global bestseller, Blue Ocean Strategy.

 

To date, Blue Ocean Strategy and Blue Ocean Shift teaching materials have been adopted by over 2,800 universities across the globe.

 

Thank you to the book’s publisher for sending me an advance copy of the book.

Comments

Popular posts from this blog

A Guide For How To Dream Big And Win In Business

In Dream Big and Win , author Liz Elting shares the lessons she learned ― both the successes and failures ― while building a billion-dollar company from scratch. She explains why you need not only passion and purpose to win big, but also: a willingness to take decisive action grit sweat equity determination positive attitude Elting’s fascinating story began with her entirely self-funded business launch that started in a dorm room. By possessing a disciplined set of principles and focusing on carefully developing her leadership skills throughout the process, she was able to achieve her goal of becoming #1 in the translation market that was already dominated by established competitors. Today, Elting is the Founder and CEO of The Elizabeth Elting Foundation, which creates scholarship opportunities for entrepreneurial young women, funds exciting women-led startups and social businesses, and supports women-led organizations that foster women’s success through educational prog...

Mission Statements Are Not Always About Money

From the book,  Light A Fire Under Your Business : A clear and concise mission statement defines, in the simplest terms, your organization's core reason for being, and it had better not be all about money. Money is definitely important to most of society, and it is a motivator. But many people aspire to be part of something  more meaningful than just a paycheck. They want a paycheck that is also connected to a culture that offers greater intrinsic values.

How To Be An Impact Player In The Workplace

  Within the workplace there are Contributors and Impact Players – each representing a distinct way of working – the first leads to a job well done while the other carves a path to true leadership and generates immense value.  More specifically, Liz Wiseman , author of the new book, Impact Players , explains that:  While others do their job, Impact Players figure out the real job to be done. While others wait for direction, Impact Players step up and lead. While others escalate problems, Impact Players move things across the finish line. While others attempt to minimize change, Impact Players are learning and adapting to change. While others add to the load, Impact Players make heavy demands feel lighter.  “ Impact Players is written for aspiring leaders, striving professionals who want to be more successful at work, increase their influence, and multiply their impact,” explains Wiseman. “It is also a book for today’s leaders, those managers who want t...

Full Engagement By Brian Tracy

Best-selling author Brian Tracy's book, Full Engagement , provides practical advice for how to inspire your employees to perform at their absolute best. He explains that above nearly every measure, employees' most powerful single motivator is the "desire to be happy." So, Tracy teaches you how to make your employees happy by: Organizing their work from the first step in the hiring process through the final step in their departure from your company so they are happy with you, their work, their coworkers, as well as in their interactions with your customers, suppliers and vendors. Full Engagement includes these chapters and topics: The Psychology of Motivation Ignite the Flame of Personal Performance Make People Feel Important Drive Out Fear Create That Winning Feeling Select The Right People Internal Versus External Motivation At a minimum, Tracy suggests that managers do the following when managing their employees : Smile Ask questions Listen ...

Nelson Mandela Leadership Quotes

Here are my favorite  Nelson Mandela  leadership quotes: "Lead from the back--and let others believe they are in front." "The greatest glory in living lies not in never failing, but in rising every time we fall." "It always seems impossible until it's done." "I like friends who have independent minds because they tend to make you see problems from all angles." "I've learned that courage was not the absence of fear, but the triumph over it.  The brave man is not he who does not feel afraid, but he who conquers that fear." "Do not judge me by my successes, judge me by how many times I fell down and got back up again."

Job Descriptions Should All Fit Together Logically And Strategically

Whether you have one or many employees, be sure each has a current and accurate job description . A job description is a written document that should include the: employee's duties employee's responsibilities outcomes needed from that position. It should also include the required qualifications and reporting relationship. If your employee has a poorly written job description, or one that is out-of-date, it will lead to confusion and misunderstandings. Once you have a job description for each employee, you'll be able to ensure the descriptions all fit together logically and leave no holes in the duties that need to be assigned. Check your job descriptions at least yearly to be sure they reflect the employee's proper title and current duties. Very often employees get new job titles or are assigned new tasks mid-year, and those don't get reflected in their job descriptions. Don't let that happen. Finally, if you don't have access to a Human ...

Thanks HCI For Naming This Blog In Your Best Blogs - Talent 2011

A big thanks to Human Capital Institute (HCI) for including my blog on management and leadership in its list of the Best Blogs - Talent 2011. HCI is a global association for talent management and new economy leadership, and a clearinghouse for best practices and new ideas. Its network of expert practitioners, Fortune 1000 and Global 2000 corporations, government agencies, global consultants and business schools contribute a stream of constantly-evolving information, the best of which is organized, analyzed and shared with members through HCI communities, research, education and events.

Three Quick Tips For How Best To Explain Change

When you communicate change to your team, explain the logical and the rational reasons for the change: 1. Explain how the change will make employees feel before, during and after the implementation. 2. Explain the tactical plan and goals . 3. Answer questions from your team.

Seven Ways To Stay Motivated

To learn how to stay motivated, read High-Profit Prospecting , by Mark Hunter . It's a powerful read that includes counter intuitive advice and cutting-edge best practices for sales prospecting in today's business world. Today, I share one of my favorite sections of the book where Hunter describes his seven things motivated people do to stay motivated : Motivated people ignore voices in their lives . These might be people in the office and friends who have bad attitudes. They're out there, and if you're not careful, they'll control you, too. Motivated people associate with highly motivated people . Just as there are negative people in the world, there are also positive people. Your job is to make sure you spend as much time with the positive people as possible.  Motivated people simply look for the positive in things . Positive people count it an honor to live each day, learn from others, and impact positively those they meet. Positive people take great satisfaction...

Business And Life Lessons My Father Taught Me

On this  Father's Day , I thank my dad for teaching me the following  business and life lessons : Listen  - Growing up, I thought my Dad was perhaps shy or quiet. Really, he was just a great listener.  I believe that's what made him so wise. He would listen to anyone. Young or old.  New acquaintance or friend. Provide  - My Dad provided for me. Music lessons. Vacations. Summer camp. Boy Scouts.  He gave. He put others' needs first. Today, I find in  volunteering  likely the same satisfaction he felt when he provided. Educate  - My Dad's passion was education. He loved to learn. He loved even more to teach. He lived to help other people learn. In the workplace, providing learning opportunities is one of the most powerful things you can do for an employee. Mentoring  is equally powerful. Train   & Prepare  - All those years of hearing, "Have you done your homework?" and "practice your trombone," served me well....