Corporate Innovation Needs Engaged Employees

To have successful internal innovation capability, an organisation must have engaged employees who care about the company they work within. Here’s a great infographic I spotted the factors needed to ensure strong engagement.

Employee Engagement

NB: I’d love to give credit to the brilliant person who came up with it, but I don’t know who this is – thank you whoever you are!

PA Consulting Group – Innovation Report 2015

PA-logo-424x384PA Consulting Group recently published an Innovation Report, which makes very interesting reading. Here’s some of the main points that I took from it; they are really good areas to consider and apply.

Five Innovation Killers

PA identified five innovation killers in an organisation: Continue reading

Speaking the Language of the Crowd

languageimage“We want top-line growth and to protect our bottom-line, and I need your ideas on how to make that happen!”

Crowdsourcing innovation works best when the crowd knows exactly what issue they’re trying to address. Although the statement above is a fictitious one, it’s not far away from what’s often said — or shouted — in boardrooms across the globe. The problem with this demand is that most people in the crowd have never even been inside the boardroom, and aren’t likely to be going there soon. And that means they don’t understand the phrases, jargon, and other language specific to the executives who practically live there. Continue reading

Innovation is a Team Sport

Innovation is a team sport. I do not believe that you can innovate on your own. Behind every successful product, service or breakthrough is a team.

Innovation is more than having ideas, innovation is about implementing ideas successfully. To execute successfully on an idea, you need a range of skills that is rarely, if ever, found in any one person. Innovation is everybody’s job and to have successful innovation, everyone needs to be involved.

images (1)Everyone has preferences about where they operate best in the innovation journey. No one role is more important than another, but every role is needed to be successful. Who do we need?
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Aligning Your Crowd & Goals Gives Innovation Success

imagesPeople are busy. Organisations are busy. There simply isn’t time for activities that waste time.

Everything that a company focuses on must have a purpose, and innovation initiatives are no different — they have to drive value or they’re nothing but pleasant distractions. And these days, most pleasant distractions are very hard for organisations to justify and support. If it’s dismissed as a “nice-to-have” rather than a necessity, crowdsourcing innovation will always be an uphill battle, and one that never delivers on its promises.

Assumption Kills Innovation

The most successful businesses are those that have made innovation a ”must-have” activity, and that answer a fundamental question: What outcomes must we have?
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Managing Complex Change Visual

Innovation brings about change, and often that change is complex. Here’s a useful diagram that outlines what the key pieces are to success, and what happens when one of those pieces is missing. It’s been a great addition to my tool kit – hope it is to yours.

Managing Complex Change Image

Five Crowdsourcing Success Factors

If you are tapping into a crowd to find answers to a specific problem, i.e., crowdsourcing, here’s five key success factors that you need to be mindful of.

5 Key Success Factors

  1. Focus on a clear outcome – start with the end in mind, know what are you trying to achieve.
  2. Collaboration as a core competency – you are not looking for loners, but those who can build upon other people’s content to create better.
  3. Engagement with the enterprise – understand the way the organisation works and build across groups and silos. At the edges of those groups is where you will find the most treasure.
  4. Transparency in the process – you need to build trust and so be very open about the “rules”. When you introduce secrecy, you introduce conspiracy theories, which breeds distrust.
  5. Communications are key – If nobody knows what you are doing, they won’t get involved. Plan carefully and across multiple channels. If it is important, I don’t think it is possible to over-communicate.  (For more on this, read my blog on “The Kotter Model: 8-step process to ensure successful change”).