More Joy For All Women

The Sensibilities of Sensuality – Experiencing Joy of Life

Take a moment and think back of your day today. Recall a moment when you felt the happiest? If there wasn’t such a moment today, think of one earlier this week… or month or year… Maybe it is right now?

What was it about? Where in your body did you feel it? Was it a sensation of delight in your mouth? On your skin? Or did you see or hear something that pleased you?cherry blossoms

How do you know you felt happy?  Were you happy or content? Or just pleased? Or did you experience real joy? What is the difference? Is there a difference? Did anyone else know you felt that way? How do you know if they knew?

These questions assume that happiness is a fleeting experience not a state of being.  They have given my life a new focus. I’m curious at what point basic contentment and satisfaction turn into either dullness or joy.

I’ve become passionately interested in how women perceive happiness because I’m determined to live a happy life despite of all my neurotic anxieties and mounting worries.

Continue reading More Joy For All Women

Live and Lead Fascinated!

Sometimes curious things happen. Like being interviewed for a fascinating program called “Creative Life”.  The award-winning host of Creative Life, co-founder of the American Creativity Association, lawyer and author Philomena (Phyllis) Blees became fascinated about my motto “Live and Lead Fascinated!” – and we had a short conversation about it in her program. Are you curious? Click the picture below and view the interview on YouTube.

ThinkTechHawaii - Creative Life
Phyllis Blees interviews Kristiina HIukka

Let me know how living and leading fascinated has affected your life and leadership!

The 6 Conditions That Drive Innovation

Innovation is not only interesting, it’s crucial for business growth. Peter Drucker said that “Business has only two functions: marketing and innovating.” Teams in companies all around the world are required to be “innovative.” However, this is easier said than done. 

While the human element of the innovation process is the most critical, complex, and dynamic part, it’s often overlooked when teams are laser-focused on product development.

Cover: Kristiina Hiukka 2021

Having a lot of ideas does not mean you’re an innovator. Innovating is not an individual effort; innovation is an outcome from a multitude of actors. I define innovation as Continue reading The 6 Conditions That Drive Innovation

3 Leadership Characteristics That Will Drive Your Innovation – Even During The Times of COVID-19

Article published in Real Leaders, written by Kristiina Hiukka

The proverbial wisdom says that “you can have all the riches and success in the world, but if you don’t have your health, you have nothing.” Right now, everything hinges on our health. Our work, our wealth, our future.

As the sickest nation in the world with COVID-19, the United States is heading towards having “nothing.” The U.S. is leading the world in deaths by the coronavirus, and people are left with “nothing” as they lose their jobs. It is heartbreaking and scary. Simultaneously, Continue reading 3 Leadership Characteristics That Will Drive Your Innovation – Even During The Times of COVID-19

Playbook For Life

Discovery Core 107 I 2020

Getting to college is a big deal. Then, you are in, and you expected to make sense of it all. There are so many choices and decisions. And all of them feel like your life depends on them… or at least that the rest of your life is impacted by them. Stressful. Confusing. Being a first-year college student can be the best of times and the worst of times all in one. This can be your first-year college experience during COVID-19 as well – even if you do not leave your home and roam the campus. During the global pandemic, we are wrapped in our fears and confusion exponentially more than normal but it is not all bad. I’m determined to create a stepping stone experience for this new generation of academics that will inspire them to love their university years. We can do this – even via Zoom – at the University of Washington Bothell where I teach as an adjunct professor. For the students this fall, I’ve created a course I call Playbook for Life to make the first quarter an exploration into “Who am I?” and a design process of “Who do I want to be”. Here is a nice article that was written about it by Douglas J. Esser (click below to go to UW Bothell website):

An experience, not a lecture series

 

Innovativeness sustains innovation

The emotional rollercoaster of an – especially that of a leader – can determine whether the venture either flourishes or withers. I had an opportunity to present for the series my “6C model” of – what keeps the flame of burning, without burning out oneself. Please, listen to the 37 min audio recording, and let me know whether you find this perspective useful – or not. My point is how the human element of innovation, the relational and emotional element is overlooked and thus missed when trying to sustain the innovative spirit in companies.

By having the courage to go deeper into the realm of “humanness” creates an innovation force multiplier and can dramatically improve the success of your innovation culture. Innovative results are outcomes of creative thought and collaboration, which are wildly human experiences that consist of emotional and relational elements. It is an innovation leader’s job to optimize the emotional energy of their teams towards great novel solutions. Although many companies offer growth mindset or emotional intelligence training for their employees, the value of these trainings is lost when the key messages are left out of the strategy conversations within the leadership team. Developing ways to make emotional, relational, and social intelligence embedded into the fabric of the culture begins by weaving them into strategic planning conversations.

 

 

Three hidden inhibitors of innovation (Part 3: Rewards)

(In the last two weeks I’ve written about the hidden inhibitors of innovation culture. First I wrote about how strategy needs to be rooted in the human experience, and my second blog was about human-centered metrics. This article addresses rewards at work.)

Although organizational culture comprises a wide variety of factors, I believe three of them – strategy, metrics, and rewards – warrant closer scrutiny when the goal is to establish a “culture of innovation”. While these three factors are regularly deliberated, discussed and decided upon by the senior leadership teams, critical blind spots remain. Therefore, it is more likely that leadership creates innovation-inhibiting conditions by agreeing to:

1. An innovation strategy that is not rooted in the human experience,

2. Irrelevant or distracting innovation metrics, and

3. A reward system that doesn’t actually reward the deeper human needs.  

Having the courage to go deeper into the realm of “humanness” creates an innovation force multiplier and can dramatically improve the successful innovation culture.

Your reward system is effective only when your people feel rewarded 

Innovation efforts by their nature are about experimentation without guarantees for their Human-centeredsuccess. In the best-case scenario, innovation efforts can result in new products, services, business models, and business processes. In reality, though, Continue reading Three hidden inhibitors of innovation (Part 3: Rewards)

Three hidden ways your corporate culture inhibits innovation (part 2: Metrics)

Leaders often create innovation-inhibiting conditions by agreeing to:

1. An innovation strategy that is not rooted in human experience,  2. Irrelevant or distracting innovation metrics, and 3. A reward system that doesn’t actually reward the deeper human needs.

By having the courage to go deeper into the realm of “humanness” creates an innovation force multiplier and can dramatically improve the successful innovation culture.

Last week I wrote about how to connect your strategy with the human experience.  Here is what you can do about the inhibitor number 2:

2.     Connect your innovation metrics to the human experience

Continue reading Three hidden ways your corporate culture inhibits innovation (part 2: Metrics)

Three hidden ways your corporate culture inhibits innovation – (Part 1: Strategy)

Oodi, Helsinki Finland

Published on February 20, 2020

Virtually all companies now claim to have a culture of innovation, yet they often fail to recognize disconnects between the performance of teams and overall governing corporate culture that may be dampening or even distorting innovation.  Seeing these invisible cultural disconnects is similar to seeing the invisible biological disconnects that are revealed in a functional MRI. When the driving action of innovation teams is going on beneath the surface, it remains invisible, unspeakable and therefore unmanaged.

My work with teams aspiring to best-in-class innovation has revealed the nature of these Continue reading Three hidden ways your corporate culture inhibits innovation – (Part 1: Strategy)