{"id":1178,"date":"2019-12-20T17:13:03","date_gmt":"2019-12-20T16:13:03","guid":{"rendered":"https:\/\/bcoaching.online\/srpski\/?p=1178"},"modified":"2020-03-05T11:44:59","modified_gmt":"2020-03-05T10:44:59","slug":"vreme-je-za-inovacije","status":"publish","type":"post","link":"https:\/\/bcoaching.online\/sr\/vreme-je-za-inovacije\/","title":{"rendered":"Vreme je za inovacije"},"content":{"rendered":"<p style=\"text-align: center;\"><em><a href=\"https:\/\/leanstartup.co\/blog\/\" target=\"_blank\" rel=\"noopener noreferrer\">Ovaj \u010dlanak je prvobitno objavljen na sajtu Lean Startup blog.<\/a><\/em><\/p>\n<header class=\"hero-image\">\n<div class=\"post-info\">\n<p class=\"byline author vcard\" style=\"text-align: justify;\">Od\u00a0<a class=\"fn\" href=\"https:\/\/leanstartup.co\/author\/labsed\/\" rel=\"author\">Lean Startup Co. Education Program<\/a><\/p>\n<\/div>\n<\/header>\n<p style=\"text-align: justify;\"><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-1780 size-large\" src=\"https:\/\/bcoaching.online\/wp-content\/uploads\/2019\/12\/Capture-1024x379.jpg\" alt=\"\" width=\"1024\" height=\"379\" \/><\/p>\n<p style=\"text-align: justify;\">Mo\u017eda su najneiskori\u0161\u0107enije stvari u ve\u0107ini kompanija upravo ideje u glavama njihovih zaposlenih.<\/p>\n<p style=\"text-align: justify;\">Ima smisla da se ljudi koji vec\u0301i deo dana provode radec\u0301i na proizvodima ili sa kupcima bombarduju uvidima u nove i bolje na\u010dine slu\u017eenja tim kupcima. Ali u prevelikom broju kompanija, zaposlene niko ni ne podsti\u010de da rade bilo \u0161ta sa svojim idejama. Umesto toga, odluke o tome koje ideje da istra\u017euju donose vi\u0161i lideri. Umesto toga, odluke o tome koje ideje da istra\u017euju donose seniorski lideri. Ali ovi seniorski lideri nemaju istu blizinu uvida, jer vec\u0301inu svog radnog dana provode sastajuc\u0301i se sa drugim seniorskim liderima. To nazivamo podelom uvida i odluke.<\/p>\n<p style=\"text-align: justify;\">Premo\u0161tavanje podela uvida i odluke zahteva od kompanija da razviju kulturu inovacija, gde \u0107e ohrabrivati svakog zaposlenog da radi na sopstvenim idejama. Osnova ohrabrivanja zaposlenih je dati im vreme da inoviraju. Ako je vreme zaposlenih u potpunosti podlo\u017eno njihovim dnevnim poslovima, ne\u0107e imati vremena da istra\u017euju svoje uvide. Ili jo\u0161 gore, zaposleni \u0107e verovatno imati problema sa menad\u017eerom u slu\u010daju da ga uhvati da radi ne\u0161to \u0161to mu nije pripisano na poslu.<\/p>\n<p style=\"text-align: justify;\">Mnoge kompanije izdvajaju vreme za zaposlene da rade na sopstvenim projektima (20% vremena Google i Atlassian, Intuit nestrukturirano vreme). Druge kompanije zakazuju regularne hakatone gde zaposleni dobiju odre\u0111enu koli\u010dinu vremena da odvoje od svog posla i rade na svojim idejama.<\/p>\n<p style=\"text-align: justify;\"><strong>Osnova ohrabrivanja zaposlenih je dati im vreme da inoviraju. Ako je vreme zaposlenih u potpunosti podlo\u017eno njihovim dnevnim poslovima, ne\u0107e imati vremena da istra\u017euju svoje uvide.<\/strong><\/p>\n<p style=\"text-align: justify;\">Evo nekih pri\u010da o inovacijama proizvoda koje poti\u010du iz kompanija koje ohrabruju zaposlene da rade na svojim idejama:<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-size: 18pt;\"><strong>Facebook-ov Like taster<\/strong><\/span><\/p>\n<p style=\"text-align: justify;\">Mo\u017eda vam se sada dopada, ali ovaj projekat je va\u017eio za propali jo\u0161 od samog po\u010detka. Hakatoni su uvek bili deo Facebook kulture. Tako da nije bilo iznena\u0111ujuc\u0301e kada su in\u017eenjeri Andrew Bosworth, Justin Rosenstein, Leah Pearlman, Ezra Callahan i Akhil Wable, zajedno hakovali ne\u0161to vi\u0161e od kul. 17. jula 2007. napravili su \u201efenomenalno\u201c dugme, na\u010din na koji c\u0301e korisnici Facebooka izraziti svoje neposredno odu\u0161evljenje za objavljeni post.<\/p>\n<p style=\"text-align: justify;\">Ovaj eksperiment je stvorio \u017eamor unutar Facebook-a. Ekipa feeda je pokazala svoje interesovanje. Smatrali su da bi ovo dugme moglo da pobolj\u0161a rangiranje feeda. Ogla\u0161iva\u010dki tim bio je uzbu\u0111en \u0161to c\u0301e mo\u017eda povec\u0301ati broj klikova.<\/p>\n<p style=\"text-align: justify;\">Kona\u010dno je do\u0161lo vreme za pokretanje i tim se predstavio generalnom direktoru Marku Zuckerbergu. Kritika je bila katastrofalna. Funkcija &#8211; sada preimenovana u dugme \u201elike\u201c &#8211; suo\u010dila se sa ozbiljnom zabrinuto\u0161c\u0301u. Da li bi \u017eeljeno dugme smanjilo komentare? Da li bi feed aktivnosti postao manje efektivan? Vreme je prolazilo i tim nije ispunjavao sve vi\u0161e Zuckerbergovih kritika.<\/p>\n<p style=\"text-align: justify;\">Ali oni nisu odustali. Tim je istrajao i isprobavao dalje. Uskoro su dokazali da je ovo dugme pove\u0107avalo broj komentara. Aktivnost feed-a, u kombinaciji sa lajkovima, podsticala je komentare na objavama. S ovim novim podacima na umu, ovo dugme postalo je privla\u010dno svim korisnicima Facebooka.<\/p>\n<p style=\"text-align: justify;\"><strong>Hakatoni su uvek bili deo Facebook kulture. Tako da nije bilo iznena\u0111ujuc\u0301e kada su in\u017eenjeri stvorili ne\u0161to kul, Awesome Button za korisnike koji \u017eeleo odmah da izraze svoje odu\u0161evljenje objavom. Ali prva kritika Zuckerberga je bila u\u017easna.<\/strong><\/p>\n<h2 style=\"text-align: justify;\"><strong>Sony Playstation<\/strong><\/h2>\n<p style=\"text-align: justify;\">Sony je bila ozbiljna kompanija. Igre su bile namenjene neozbiljnim kompanijama. Barem su tako mislili \u0161efovi Kena Kutaragija.<\/p>\n<p style=\"text-align: justify;\">Ken je bio mladi in\u017eenjer Sony-ja, koji je provodio sate bak\u0107u\u0107i se Nintendo \u201cFamicom\u201c ma\u0161inom njegove \u0107erke. Te\u017eio je tome da ma\u0161inu u\u010dini mo\u0107nijom i pogodnijom za korisnike. Kenov rad je postao jedan od najvrednijih brendova na svetu, Sony Playstation.<\/p>\n<p style=\"text-align: justify;\">Ali put do uspeha nije bio gladak. Neki Kenovi menad\u017eeri su smatrali da bi rad na sistemu igrica bio potpuno gubljenje vremena. Neki seniorski lideri su pak bili zainteresovani za Kenov rad, a njegov prototip sistema igrica je stekao podr\u0161ku. Sony je finansirao projekat, Playstation je iza\u0161ao na tr\u017ei\u0161te i postao je ogroman uspeh za koji znamo danas, i koji igramo.<\/p>\n<p style=\"text-align: justify;\"><strong>Sony je bila ozbiljna kompanija. Igre su bile namenjene neozbiljnim kompanijama. Barem su tako mislili \u0161efovi Kena Kutaragija.<\/strong><\/p>\n<h2 style=\"text-align: justify;\"><strong>ELIXIR Guitar Strings<\/strong><\/h2>\n<p style=\"text-align: justify;\">Zaposlen u W.L. Gore, Dave Myers je znao da prepozna priliku kada bi je video. Zapravo, video ih je mno\u0161tvo. Prvo je bilo 10% &#8222;vreme dabble&#8220; koje bi W.L. Gore dao svakom zaposlenom da istra\u017ei nove ideje. Druga prilika je bila da je Dave razumeo \u010dudesni ePTFE-ov sloj kompanije \u2013 sinteti\u010dki, nelepljivi premaz koji se tradicionalno koristi za posu\u0111e. Kona\u010dno, Dave, gitarista, znao je koliko neugodne i krhke \u017eice gitare mogu biti.<\/p>\n<p style=\"text-align: justify;\">Dejv je pretpostavio da c\u0301e \u017eice za gitaru prevu\u010dene ePTFE-om biti ugodnije za sviranje. Ali nije bio u pravu. Prevu\u010dene \u017eice nisu bile mnogo ugodnije za sviranje. Ispostavilo se da je premaz ipak izazvao veliku i neo\u010dekivanu korist. Prevu\u010dene \u017eice su zadr\u017eavale svoj ton du\u017ee od bilo kojih drugih \u017eica gitare.<\/p>\n<p style=\"text-align: justify;\">Gitariste su glasale svojim nov\u010danicima. Dave-ove \u017eice za gitaru, koje je nazvao ELIXIR, su najprodavanije \u017eice za akusti\u010dnu gitaru.<\/p>\n<p style=\"text-align: justify;\">Dakle, mo\u017eda radite u kompaniji u kojoj preovladava mudrost da ste previ\u0161e zauzeti i da ne mo\u017eete sebi da priu\u0161tite da date vreme zaposlenima da inoviraju. Ono \u0161to zaista treba da se zapitate je, uz svu svoju neiskori\u0161\u0107enu imovinu, npr.odli\u010dne ideje zaposlenih, da li zaista mo\u017eete da priu\u0161tite sebi da ne date zaposlenima vreme da inoviraju?<\/p>\n<p style=\"text-align: justify;\"><strong>Uz svu svoju neiskori\u0161\u0107enu imovinu, npr.odli\u010dne ideje zaposlenih, da li zaista mo\u017eete da priu\u0161tite sebi da ne date zaposlenima vreme da inoviraju?<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<div class=\"mh-excerpt\"><p>Ovaj \u010dlanak je prvobitno objavljen na sajtu Lean Startup blog. Od\u00a0Lean Startup Co. Education Program Mo\u017eda su najneiskori\u0161\u0107enije stvari u ve\u0107ini kompanija upravo ideje u glavama njihovih zaposlenih. Ima smisla da se ljudi koji vec\u0301i <a class=\"mh-excerpt-more\" href=\"https:\/\/bcoaching.online\/sr\/vreme-je-za-inovacije\/\" title=\"Vreme je za inovacije\">[&#8230;]<\/a><\/p>\n<\/div>","protected":false},"author":135,"featured_media":1180,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44,28,60],"tags":[],"class_list":["post-1178","post","type-post","status-publish","format-standard","has-post-thumbnail","category-inovacija","category-online-izdanje","category-primenjeni-biznis"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Vreme je za inovacije - BCoaching<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/bcoaching.online\/sr\/vreme-je-za-inovacije\/\" \/>\n<meta property=\"og:locale\" content=\"sr_RS\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Vreme je za inovacije - BCoaching\" \/>\n<meta property=\"og:description\" content=\"Ovaj \u010dlanak je prvobitno objavljen na sajtu Lean Startup blog. 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