Eureka! Ranch Blog
The Eureka! Ranch started measuring word of mouth diffusion and running experiments in 2010. Back then companies had concerns over growing advertising costs and were looking for alternative ways to drive awareness for their new offerings. Well, today is no different....
Now that we are in the midst of the end of the year holidays, I am certain many of us are thinking of gingerbread, peppermint, hot chocolate, and cookies. But, how many of us are thinking about innovations as well?
Leaders and employees often express dissatisfaction with the effectiveness of their company’s strategic planning process. Clearly, it’s a problem if there is no strategy, but even when leadership has developed a strategy, too often it’s not properly “activated.”
This holiday season give the gift of innovation to those in your life who are lifelong learners. We have a few special offers to share this holiday season we don’t want you to miss
For decades we’ve helped companies create new innovations for products, services and systems. In most cases those new inventions required more than just a new widget, device or marketing slogan to make them possible.
Every now and again I get the privilege to sit with some great leaders. Some I simply observe – to see what they do and what their followers do in return. But on rare occasion I’ve been lucky enough to get them to slow down – to reveal the running commentary in their own head of why they do, what they do, when they do. This is one such account from early in my career.
Change is hard. Change is scary. Change is uncertain. Change is chaos.
And when something is hard, scary, uncertain and chaotic any human does a cry out – a reach out for help to survive it. It’s often a knee jerk reaction, but a real and fragile reaction all the same.
For years I’ve run projects for large companies, small companies and all in between. And for many of those years our company used a “gimme the ball” approach to creating ideas. And with each session we focused first and foremost on the objective for the session, to make sure we got the company what they needed. The objective setting conversation went something like this…
Most everyone want to be the leader. Over the course of your career you’re groomed and goaded to “get to the top.” Because when you get there, you get to do the real stuff. You get to direct, not do. To make all the best decisions that the yutzes before you missed.