Orchestrating User Adoption from the Innovators to Laggards

Words like change, transformation, and automation will always generate a wide range of reactions throughout the rank and file of an organization, and our reaction to these words are good indicators as to which group we belong to on the adoption curve.

Innovators and early adopters tend to be motivated by change and late stage adopters and laggards tend to resist it.  Paradoxically, both groups have roles of equal importance in the user adoption process.

Knowing where users and people belong on the adoption curve and organizing them into user groups will enable a phased approach to managing the user adoption process. This approach to user adoption is preferred and will provide a more seamless diffusion of your innovation throughout each stage of the user adoption process. Furthermore, this will ensure that by the time it reaches the laggard group, the bugs will have already been worked out.

Successful innovations will reach a tipping point – which is the point that it is widely accepted and adopted by laggards. However, by the time that happens, count on the next innovation already being in play, and have a plan in place to repeat the cycle of innovation again.


Documenting business processes, conducting frequent business process reviews, building and running knowledge management and collaboration portals, establishing a talent management program, and investing in the professional development of your people will have a direct impact to continued success of any future business transformation initiatives in the future.

As companies transform, it is important to retain a high level of diversity across the organization. Take into account the tacit knowledge that could be lost when choosing to acquire new talent.

Make the language of change pervasive throughout your organization and create a business culture that is comfortable with change and ready to adapt to it.

On a personal level, be prepared for change, because change will happen. Invest time in your own professional development. Always be learning and be willing to step out of the comfort zone.

For more on this topic, I suggest reading the following two books:

“The Tipping Point – How Little Things Can Make a Big difference” by Malcolm Gladwell.

“Diffusion of Innovations” by Everett Rogers

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The Skills The World Will Need In The Future (+infographics) – Innovation for Development

By Enrique Rubio

engine-289x300The Fourth Industrial Revolution was the topic for the 2016 World Economic Forum. Developments in areas such as robotics, artificial intelligence, machine learning, and others, are driving fast-paced change that will radically affect the way we work and live.

There are many unknowns about the future, but what we do know for sure is that reality as we know it today will be very different. Jobs will disappear (the WEF has calculated that about 5 million jobs will be lost), new jobs will be created and some skills will become obsolete, whereas others will be highly demanded.

The report from the World Economic Forum lists the ten critical skills that will be needed in the workforce in 2020: 1) Complex problem saving; 2) Critical thinking; 3) Creativity; 4) People management; 5) Coordinating with others; 6) Emotional intelligence; 7) Judgment and decision-making; 8) Service orientation; 9) Negotiation; and 10) Cognitive flexibility.

Between today and 2020, we have a little bit more than 1400 days. Most of us are trying to live a fulfilling life, exploring and discovering our potential, and thriving in an environment in which we opportunities to maximize that potential. But 1400 days is not much time, and we need to plan and act upon our professional and career future starting right now. I can’t stress enough the urgency of my words.

In the future, either in 2020, 2030 or 2050, but definitely not too far from now, working class will be further divided into low-paying low-skilled jobs, and high-paying high-skilled jobs. An engineer of today, if he or she doesn’t increase the skills needed in the future, could potentially be placed in the low-skilled job band. On the other hand, a clerk of today, who is deciding to begin right now the learning process to strengthen the skills and capacities that match his or her potential, with the needs in the future, could potentially be placed in the high-skilled job band. The difference in both is not academic training or diplomas, but long term professional planning.

Below is how I see the extremes in the top five of these 10 skills needed for the future. Where are you standing? What do you need to do in order to navigate the path between a low extreme and a high one? What urgency will you consider in order to learn and move from one place to the other?

Source: The Skills The World Will Need In The Future (+infographics) – Innovation for Development

By Enrique Rubio

I’m an HR Professional with background in Electronic Engineer and a Fulbright scholar with an Executive Master’s Degree in Public Administration from Syracuse University. I’m passionate about development, innovation, leadership and neuroscience. I’m also a competitive ultrarunner.

Why 84% Of Companies Fail At Digital Transformation – Forbes

Many large companies are faced with trials and tribulations on their journeys towards digital transformation. PulsePoint Group’s Michael Gale sheds light on why they fail and how they can find success.

Source: Why 84% Of Companies Fail At Digital Transformation – Forbes