My Organization implemented a formal innovation process two years ago, but unfortunately, only a few colleagues have participated in our innovation lab, with ideas for new services or new processes.
The critical point is our innovation culture, how to assess it, and how to act on the specific areas that will make a difference and will change our innovation culture in the near future
Dear Sofia Viegas
If you allow me, I invite you to read this article: Article The disruptive triad and entrepreneurship: a theoretical model
Although it does not speak directly about culture, it is closely related, since it drives innovation and creativity through disruption.
I hope this helps.
Dear Félix Oscar Socorro Márquez
I really appreciated your recommendation.
At this moment I am doing my bibliographic research in order to get my Master's Degree in Innovation.
Best regards.
The article hyperlinked below lists on pp. 5–6 the components of an effective innovation system.
Article Harnessing Creativity and Innovation in the Workplace
Dear Olivier,
I really appreciated your article.
Thank you for the valuable information.
Dear Sofia, a Learning Organization (LO) is supportive of innovation.
An HBR article includes a questionnaire that measures an LO:
Is Yours a Learning Organization? Garvin, David, Edmondson, Amy & Francesca, Gino
HBR, March 2008, p 109-116
Dear Mrs Viegas, you should try to develop a measure of innovation as a company goal. The classical example is 3M (you' ll find lots of artcles about this). In 3M, something like 50% of their income must come from products with less than 5 years old. I find this method amazing, because is kind of "innovation through bureaucracy".
Regards
Your question holds the answer to your organization's poor performance on innovation --> "formal innovation process". Innovation, other than minor incremental innovation, is an emergent process. You will never succeed when innovation is formal/prescribed/recipe process. 3M has a goal (50% of products < 5 years old), it supports its innovators in reaching that goal, but does not prescribe HOW they should do it.
See the following chapters:
1. Chapter 10 of "Leading Beyond the Ego": Creating a Performance-enhancing Culture
2. Chapter 11 of "Transpersonal Leadership in Action": Digital Transformation and Change through Transpersonal Leadership.
See https://www.leadershapeglobal.com/thought-leadership/publishedmedia for more details. Also see reference to steps 5 and 6 of intermediate stage in attached article.
Hope this all helps!
Thank you very much John for sharing the vision for 21st century Leader!
You have to acknowledge that over the past two years, only a few colleagues have participated in our innovation lab and contributed ideas for new services or processes. This reflects very offen our current innovation culture, which we actively seek to improve. Rather than dwelling on the past, you have to shift the focus towards the future and take action to transform our innovation culture.
By addressing the challenges we have to face, that you have to demonstrate the commitment of the players to change and improve. I see this as an opportunity to create a more inclusive and collaborative environment for innovation within our organization. Please invite all colleagues to join your projects in this endeavor and contribute their ideas and perspectives to shape a vibrant and dynamic innovation culture.
By acknowledging the past and emphasizing the commitment to change, this approach sets a positive tone and encourages employees to actively participate in transforming the innovation culture. It emphasizes the importance of inclusivity and collaboration, inviting everyone to contribute to the desired change.
Here are some suggestions for promoting a culture of innovation: Brainstorming sessions are conducted to discuss ideas or problem-solving, where the problem is examined from various perspectives. Motivational and material incentives that make individuals feel that innovation benefits both themselves and their organization. The lab or organization introduces challenges and objectives in the form of open competitions to everyone, even those outside the lab, with the aim of discovering new talents with creative abilities.
Boosting innovation culture in a corporate organization requires a concerted effort and a combination of strategies. Here are some key approaches to foster an environment conducive to innovation:
Remember that building an innovation culture takes time and consistent effort. It requires the alignment of organizational values, processes, and practices to create an environment where innovation thrives. Encouraging and supporting employees' innovative efforts can lead to breakthrough ideas, improved processes, and sustained competitive advantage.
Dedicated effort on the part of each worker to do things differently rather than doing different things.
Innovative should be a part of Performance Appraisal System.
A timeframe of six months to put in into regular practice.
It should be understood that it is the responsibility of each worker to be innovative.
An unbiased expertise team to be appointed to determine the extent of innovativeness.
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