Entrepreneurial Leadership

Human Centered Entrepreneurship: The BUILD Process

BUILD Lab

IKAGENG Crèche

The BUILD Process: Believe

Entrepreneurs must BELIEVE that they have the

power to change the world around them and must

embrace a mindset of continual improvement.

Ikageng Crèche

The BUILD Process: Understand

Before designing solutions to meet needs of the

community, entrepreneurs must build deep empathy

to UNDERSTAND both individuals they are

designing for and the system in which they reside.

There is a need for…

• 1. Altered Curriculum : prepare kids for primary school / improve English skills

• 2. Clean Outdoor Space : increase maximum activity / accommodate more children

• 3. Advertising and Marketing : promote the school

• 4. Improved Hygiene Awareness : enhance health of children

The two we picked

• 1. Altered Curriculum : prepare kids for primary school / improve English skills

• 4. Improved Hygiene Awareness : enhance health of children

The BUILD Process: Invent

To meet needs, human-centered innovation requires

a cyclical process to arrive at the right idea. We

INVENT a wide range of possible solutions,

making them tangible through prototyping.

Solutions• Advertising : Website, Poster, etc…

• Curriculum

• Sleeping Mats

• More Sponsors

• Re-organize and clean space

• Pave playground area

• Hygiene Education

• Songs, Games

The BUILD Process: Listen

Entrepreneurs LISTEN to feedback from potential

customers and other stakeholders to iterate and

improve these solutions.

The ones they picked• Curriculum : Divide by age groups, Teach a

Lesson, More Staff

• Sleeping Mats

• More Sponsors

• Pave playground area

• Hygiene Education

• Songs, Games

• Re-organize and clean space

• Advertising : Website, Poster, etc…

Prototypes/ Solutions Implemented

• New Curriculum

• Flash Cards

• Board Game

• Matching Card Game

The BUILD Process: Deliver

Solutions are evaluated for viability and long-term

sustainability to discover which are true

opportunities. Entrepreneurs DELIVER these

solutions by mobilizing resources, venture planning,

leveraging networks, and measuring impact.

Measurements of Impact

• How satisfied the children were with the games

• How well the children understand the games

• How often games will be implemented

• How many words the kids learn in 5 weeks

• How often the kids use hygiene without being prompted

IKAGENG Video

Project Ikageng

Your BUILD Lab Challenge

Create a market-based solution (a product)

that addresses social issues at a local creche.

Entrepreneurial Leadership

Feedback

Partner Up!

Feedback

• What is feedback?

• Why is feedback important to humans?

Positive Feedback

• Positive feedback is intentional or unintentional responses that come

from others

•Naturally uplifting and self-building

•Encourages recipient to repeat the behavior or to improve behavior

•Examples:

• Roommate/spouse compliments you for cleaning the house

• Student praises your lesson

• Friend buys you dinner for helping her move

Positive Feedback

Negative Feedback

• Negative feedback is any intentional or unintentional reaction

from another that demeans or belittles your actions, your beliefs,

etc.

• Naturally deflating, hurtful, and self-defeating

• Discourages the particular behavior addressed, but usually others

(good and bad)

• Examples:

• Someone makes fun of your accent

• An old friend posts something mean on Facebook

• Sibling criticizes your opinion

Negative Feedback

Past Experiences

• Past experiences are the accumulation of positive and negative

feedback

• Affect our ability to remain positive, be self-motivating, or

maintain self-confidence

• Everyone has some past experiences that drain our buckets

• Steady flow of positive feedback necessary for most people

Past Experiences

Surprising Facts About Feedback

1. The quality of any relationship is directly correlated to the

quality and quantity of the feedback given

2. Even simple pleasantries can be important feedback

3. Eye contact is critical feedback

4. Some people require more feedback than others

5. Withholding feedback is psychological punishment

Types of Feedback

Giving Feedback

1. Try to solve issues using Supportive Feedback

• Often and specific

• Clarity helps recipient know exactly which behavior to repeat

2. ONLY if/when necessary, move to Constructive Feedback

• Follow Center for Creative Leadership’s SBI Model

DO NOT TRY TO MIX #1 AND #2

SBI

S—Situation (describe the exact location, time, and circumstance of

the behavior)

B—Behavior (explain the specific behavior witnessed in objective,

neutral terms; do not add value judgment or personal insight)

I—Impact (describe the impact the behavior had on you, or what you

perceived in other people; avoid “you” statements)

Examples

“Bob, yesterday, when we were in the quad talking about about racism

(situation), you said that you thought people were just too sensitive (behavior),

and I felt like I was being attacked for my beliefs. (impact)”

“Sonya, today at lunch when I asked you to pass the salt (situation), I noticed

that you rolled your eyes and then said, ‘Whatever.’ (behavior) I felt

embarrassed and hurt because I didn’t feel respected. (impact)”

‘Two years ago (situation? not clear enough), you started having a real attitude

problem (behavior? not a specific behavior), and now you’re always acting like I’m

too blame for everything (impact? doesn't describe how it hurts the speaker).”

Practice

Write an SBI feedback for the following instances:

• Your teacher keeps ignoring you during her lecture when

you raise your hand

• Your best friend (who is always busy) ditched you for lunch

• Your hallmate said something that you found offensive

SBI Practice

SBI Practice

•Scenario 1: In a group project, two members of the group

continually arrive late, causing disruption of team’s work.

•Scenario 2: Often, one soccer player verbally abuses another and

the captain doesn’t know whether to address the problem or talk to

the coach.

•Scenario 3: Working for Duka Bora is great, except the CEO is

very disorganized and some team members feel that if he was more

together, they would be more successful as a team and business.

Strategies for Handling Feedback

Handling Feedback

• Moving against—“Fight”

• Moving away—“Flight”

• Moving toward—“Roll Over and Play Dead”

• Moving with—“Collaborate to a Better Place”

Handling Feedback

Moving against

• The individual threatens those perceived as a threat to avoid

getting hurt, or to spite opposition.

•Aggression against opposition.

Giver Receiver

Handling Feedback

Moving away

• The individual distances himself/herself from anyone perceived

as a threat to avoid getting hurt. The argument is, "If I do not

let anyone close to me, I won't get hurt.”

Giver Receiver

Handling Feedback

Moving toward

• Individual moves towards those perceived as a threat to avoid

retribution and getting hurt. The argument is, "If I give in, I

won't get hurt.”

Giver

Handling Feedback

Moving with

• Strategies in which psychologically healthy people develop

relationships.

• Involves compromise – Must involve communication, agreement,

disagreement, compromise, and decisions.

Giver Receiver

Tips for Receiving Feedback

How to Receive Feedback

Mentality• Feedback is a gift. Be open to what you will hear.

• Don’t take it personally. Don’t become defensive, make excuses or

explain your behavior.

• If it wasn’t important, you wouldn’t be getting feedback.

• If you weren’t important, you wouldn’t be getting feedback.

• Feedback—even negative feedback—is helpful to your growth.

• You can choose your response (response-ability)

How to Receive Feedback

Key Components• Make eye contact

• Maintain an open posture

• Take notes if possible and try to paraphrase what they’re saying

• Let the person finish what he or she is saying.

• Ask questions to understand the exact situation, behavior, and impact,

as well as frequency and duration of issue

• Ask the person to give you alternatives to your behavior.

• Avoid immediate emotional responses

• Ask for permission to reflect on feedback and respond within a short

amount of time (2-3 days ideally)

• Thank feedback giver for his/her willingness to give feedback

How to Receive FeedbackOther Tips1. Seek feedback on a regular basis, especially after you have

identified development goals. Exchanging information and

perceptions is a process, not a single event.

2. Teach yourself to recognize situations in which a certain behavior

needs to be altered. Feedback can help you self-monitor your

behavior.

3. Use feedback to clarify goals, track progress toward those goals,

and to improve the effectiveness of your behaviors over a period

of time.

4. Filter feedback because not everything that people say is accurate

or worth incorporating into your life.

Different Kinds of Feedback

At School

Old School New School

Another example

When it comes to failure, Thomas Edison failed more

than almost anyone. His failures in trying to make the

first light bulb resulted in the dictaphone, mimeograph,

stock ticker, storage battery, carbon transmitter and,

FINALLY, his joint invention of the light bulb. In the

end, his 10,000+ flops fade into insignificance

alongside his 1093 patents.

Failure is simply the opportunity to begin again, this time more

intelligently.

Henry Ford

Success consists of going from failure to failure without loss

of enthusiasm.

Winston Churchill

Only those who dare to fail greatly can ever achieve greatly.

Robert F. Kennedy

If you are not prepared to be wrong, you will never come up

with anything original.

Ken Robinson

Failure as Feedback

Learning from failure requires three things:

• Putting yourself in situations where you can make

interesting mistakes

• Having the self-confidence to admit to them

• Being courageous about making changes

Marshmallow Challenge

Handcuffs

Lilly Pads

Feedback=Failure

The Failure Zone