Tag Archives: technology

The Gartner Hype Cycle

I recently learned of a concept called the Gartner Hype Cycle. I probably never ran into it before because it started as a technology concept, related to the impact of new technologies on an organization. The Hype Cycle is intended to explain the maturity, adoption and social application of new technology.

But it seems to be to be broadly applicable beyond technological issues. To me, it explains why a lot of new management programs and other ideas crash and burn. Or at least, why they do not result in as much success as originally envisioned.


There are five stages to the Hype Cycle. It starts with a “trigger” — a new idea or technology comes on the scene and moves the organization out of stasis. Immediately, the technology is perceived as the greatest thing since sliced bread, the solution to all woes. This is the “inflated expectations” stage.

Expectations rise to a peak, and then the “trough of disillusionment” sets in. The organization realizes that the new technology does not solve all problems, and, in fact, creates issues of its own. Reactions to the technology plummet to depths lower than the stasis before the technology came on the scene.

Finally, the organization is able to sift through the benefits and detriments of the new technology as it moves up the “slope of enlightenment.” Only then does the organization reach a “plateau of productivity,” a new stasis, which is hopefully higher than the original stasis. Thus, there is benefit to the new idea, but not as much as originally anticipated.

How many times have we been through this cycle in our own organizations?

It might not be a new technology or product or service. In my own case, I think of countless business redesigns. Each one was intended to increase productivity. Each one would be the most effective way to bring creative new products to market. Each one would minimize inefficiencies and increase profitability.

And each time, the results of the corporate redesign were less than staggering.

I won’t say the redesigns were failures, but they were not panaceas. They did not magically transform the organization into a model of productivity.

And yet every few years, we tried it again. With the same results.

What examples of the hype cycle have you experienced?

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Finding Your True North—A Year-End Reflection

northAs I head into the end of each calendar year, I tend to spend some extra time in reflection. I recently found a list of ten things we should do to find our own true north. The list was in an old file, and I labeled it as coming from a presentation I attended by Dr. Terry Crane. However, I could not find Dr. Crane on the Internet, so I cannot provide further credentials. If anyone has links to Dr. Crane’s information, please send them to me in the comments below.

Here’s the list (it’s a good one):

1. Get an education.

2. Be an expert . . . in something.

3. Don’t take no for an answer.

4. Cultivate mentors—male and female—and never burn a bridge.

5. Build & keep your network; don’t lose a headhunter.

6. Be able to apply technology and understand how it impacts your business.

7. Become a mentor yourself—do not leave others behind.

8. Identify your support system—family and friends—know what’s important to you, and what your tolerance and flexibility are.

9. Take risks—do what’s uncomfortable, you can always go back.

10. Develop a passion for the work you do—it’s too much a part of your life not to.

Based on this list, how are you doing in finding your true north?

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Filed under Leadership, Management, Work/Life, Workplace

A Labor Day Reflection on Leading in a World of Change

MP900382973Two articles published last week in the Wall Street Journal reminded me of the value of work and of leadership. Both articles alluded to the changes facing today’s workforce and the need for leadership to wend our way through these changes.

On August 31, 2013, Peggy Noonan wrote in a column titled, Work and the American Character:

“When you work you serve and take part. . . . There is pride and satisfaction in doing work well, in working with others and learning a discipline or a craft or an art. To work is to grow and to find out who you are.

. . . .

Work gives us purpose, stability, integration, shared mission.”

MP900321207How true. But how often do we think of the value of work to our spirits and our sense of self?

Noonan then acknowledges the changing workforce in her suggestion that

“What is needed now is a political leader on fire about all the possibilities, . . . someone with real passion about the idea of new businesses, new inventions, growth, productivity, breakthroughs and jobs, jobs, jobs.”

The need for creativity and innovation is both a cause of and a result of our changing workplace. And it isn’t just political leaders we need, but business and union leaders as well.

In an op-ed piece last week, Richard Pieper reminded us why modern labor unions were developed in the first place. See Richard S. Pieper, A Wish for Labor Day: Visionary Union Leaders, Wall Street Journal, August 30, 2013.

“While employers’ unwillingness in the 1800s to recognize the necessity of providing basic benefits for workers remains a shameful stain, unions deserve all the credit for guaranteeing fair compensation, health care and pensions for workers.”

MP900321214Pieper then contends that union membership is declining in the 21st century because most union leaders are still focused on improving wages, benefits, and job security, rather than on designing the workplace for the challenges ahead.

Preparing workers for the ever-increasing changeability of the workplace is a crucial leadership issue for both union and corporate executives. Technological developments flay whole industries with the click of a button. Government regulations at home and abroad can change expectations in what sometimes seem like capricious flukes.

Businesses – and by extension their employees – must adapt to these developments. Those that cannot adapt will not survive. Only strong leadership can make change happen.

MP900321219Here are a few articles with suggestions on how to manage change:

Most of these articles focus on the need for communication, which is, after all, the first job of leadership. And the last.

When have you seen leaders rising to help the workforce adapt to change?

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Filed under Human Resources, Leadership, Management, Politics, Workplace