What does innovation need?

Why is there no Instagram? The language is extremely sad. Ok, let's see what kind of soil cultivation is needed for "innovation". First of all, people are the first productive force on the Internet, and an innovation team must have the following five characteristics. 1. Innovation Ability You are welcome to say that the proportion of people with innovation ability is less than 10%, even in the Internet industry with high average quality, it will not exceed 20%. This matter is the same as whether you have a golden voice or not. Basic stereotypes before the age of 25, can not be forced. 2. Passionate, willing to work 70 hours a week, and persistent in tasks after work, this is the bottom line for judging passion. The word "overtime" does not exist. There is no fixed working interval at all. I will do this project as long as it needs me. Love without resentment. Weibo, who recently watched Kai-Fu Lee, said that when Google rose the fastest, it was also the time when employees worked overtime the most. What about now? It was bright all night. It was Apple and Facebook. Some people say, "overtime is inefficient within 8 hours." Some people also said, "Overtime represents the supervisor's improper arrangement of tasks." Of course you can think so, but it's best not to drag your feet on innovative projects. There is an anecdote in the game world. 1997, StarCraft reached a critical moment of development, and the wife of a checkpoint designer went to the hospital to accompany her. Five or six hours after his daughter was born, he was still programming with his notebook. His wife woke up and cursed, "Why are you still working for that damn game?" The designer explained, "honey, this is not a damn game, this is StarCraft!" " "Yes, you don't work for the boss and the monthly salary. You fight for your own work and pride. 3. Have a tacit understanding. In product design, there is often no "only truth". Most of the differences are different ideas and styles, and the quality of the scheme is often not so critical-whether or not to act quickly is the most deadly. If we spend a lot of time persuading each other to make the execution inefficient, it will run counter to the vital "agility" that everyone knows. Especially in the process of innovation, it is inevitable to step on thunder, and setbacks are most likely to lead to differences. It is common to break your head in good times and bad times. It's always noisy and scattered. How can Qi Xin work together to get out of the predicament? In addition, mutual encouragement can stimulate more creativity, while mutual negation will only lead to a tug-of-war on one or two points, and it is impossible to extend further exploration. Therefore, compared with his talent, I value his thinking mode of "whether we are on the same line" more. Teams with similar styles tend to form a joint force, on the contrary, it will cause endless internal friction (and anger). Just like the game "Street Fighter vs Tiequan", Capcom designed it once, and Namco's team designed "Tiequan vs Street Fighter", which was sold twice. Even if we are United as Japanese, we will not engage in "joint development" in creative industries. If we adhere to the spirit of cooperation, there will be too many constraints and compromises, and we will lose the open creative scene. 4. I am a user. We often say that everything starts from the needs of users, so we have designed a lot of user research methods. But the most keen way to understand users is that the team itself is a group of deep users. On this basis, using research methods is the most perfect state, and all kinds of subtle and secret feelings can be found. If you only rely on work enthusiasm, rather than pure personal hobbies, the depth of understanding of user experience is definitely limited. When you know what your opponent doesn't know, you can design things that your opponent can't imagine. Unfortunately, under the current situation of shortage of talents in the industry, it is difficult to find talents, and it is difficult and too difficult for hobbies to fit the theme of the project. Look for him in the crowd. Self-raised funds have been in big companies for a long time, and I have seen too many unreliable plans. No matter how much I promised, I always used the company's money to pay for my shallowness. Write a review afterwards and say "I was wrong", and continue to toss next time. No wonder big companies have to use strict risk management mechanisms to curb blind actions. The final solution is simple, just let them go out and start their own businesses. Some people will not be too impatient when they are heartbroken about their money, accusing the company of "why not support my innovation"; Some people will not be too wronged and accuse the company of "why not give me more patience"; Some people will not feel at ease to get off work on time, or chase the supervisor for overtime pay. Self-financing is the best risk management mechanism and the best incentive mechanism; It is a blind and restless killer, and it is also an eruption after pushing people to the limit. Only by gambling with your own money can you really take responsibility. I have seen too many examples of rushing to the horse and finally fleeing in panic (I have experienced it myself), and I still shouted, "Please show the courage to innovate! "I once knew a person who was very good at tossing in the company and complained all day that the company had no authorization to tie your hand. After resigning and starting a business, I was foolhardy and defeated, and selling houses and cars was almost a loss. On the verge of bankruptcy, I glow with great enthusiasm and creativity, exploring the overseas marketing rules day and night, looking for market gaps that ordinary people can't see. Now I am a multimillionaire. If this gentleman had stayed in the company and continued to burn the boss's money, there would have been no such success. The above five points may not be available to everyone in an innovation team, but the core members must be available. Unless you do this, you can't innovate. It can even be said bluntly that the closer the core members of the project are to these five standards, the closer they are to successful innovation. The rigid personnel mechanism of large companies, relying only on internal transfer and external recruitment, is basically impossible to assemble such a team. 99% of the market success cases are cattle people with similar tastes, heroes cherish heroes and join hands to play one vote. This can't grow in the soil of big companies. In addition to team composition, innovation also needs a tolerant project management mechanism to stimulate inspiration and tolerate trial and error. But there are too many unreliable people in big companies. They don't have to be responsible for their own profits and losses, so they have too little sense of responsibility and are forced to take out the spear of "risk management" to serve them severely. At the same time, there are many large-scale projects, so we can only use the bill of lading distribution system to improve the efficiency of personnel utilization, but we lose the sense of belonging and flexibility of project scheduling.