Why don’t you walk the talk, yourself?

by einsteindiva.com

in Innovation,Uncategorized

When it comes to Innovation and how to innovate, a supporting company culture is of course one of the key ingredients for succeeding. Many studies have shown that it’s a crucial that CXO’s are nourishing and building such a culture, but is it just a one-way street? How about employees, don’t they have any obligations?

I believe that anyone can change his or her behavior to improve a creative impact on the company culture. 

A couple of habits you should try practice on a daily basis is; questioning, observing, networking, experimenting and try associational thinking once and awhile

What are your thoughts and experiences? Please share..

{ 3 comments… read them below or add one }

Omphile November 13, 2011 at 16:40

I agree that it should not be a one way street and that yes everyone should change their behaviour to make greater creative impact. I agree also that these (questioning, observing, networking, experimenting and associational thinking) are good creativity provoking habits. Two things come to mind though, that (1) CEOs and Team Leaders themselves ought to be embracing towards the ideas of their juniors, we ought to have an organisational culture that not only allows for our junior employees to share their creative thinking/suggestions, but also a culture where they ultimately see their ideas accepted and “alive” in the organisation. This is a key ingredient of human dignity which inspires your staff to keep them ideas rolling in. (2) I belive that Experimenting is the more superior habit of an innovative culture. It does not matter if your bring ‘Guiness Book’ type of ideas, if the orgnisational culture does not allow its people to get down to the hands on, carefully planned, resourced and calculated experiment from which lesson are drawn, the innovation culture is but mediocre!

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Miroslav M November 15, 2011 at 01:28

I can’t agree more concerning culture and climate. (In regard to innovation, I prefer the term “corporate climate” compared to “corporate culture”, although less used!).

Mentioning “one-way-street”, I would compare it to roundabout traffic: if we speak about “climate”, then EB has to build the system (innovation management), which will push the employees to do their part of the job (ideas generation).

Let’s take Toyota: allegedly, they have about 1 Mio ACCEPTED innovations per year. After building proper climate, employees and departments are competing, who will contribute more. Unlike to Europe, where employees with ideas are in position of “bad guys” and innovation blocking persons are “good guys”, in good innovation climate it is vice versa.

So I would not speak about “obligations”, but merely about incentives, motivation, honor and similar categories, that have to be build in innovation management system. Only CXOs’ lip services (“cultural propaganda”) is not enough, and instead of “employees obligation”, proper climate has to be built. This is major motivation for all employees. Of course, combination of tangible and “soft” incentives has to be in place within innovation management system.

This is why it is roundabout traffic: EB initiates and leads, management enforces and measures, employees are creating ideas, EB than corrects the direction, if necessary.

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David November 15, 2011 at 01:30

Yes they do.

In 1980s I set up a 6 months change programme in a big Australian bank.. It was an experiment self teaching style adult learning group (STAG). 200 employees were the change group and 200 more a reference group. The six months activities were scheduled but owned by the change group.

It ended at the planned six months. The change froup improved its satisfaction, cooperation and customer service by about 15% more than the reference group.

But the reference group continued reforming and met for another five years that I know of.

I do not think I summarised it in my Commercialisation website where I hope to improve commercialisation of ideas for Inventors, Innovators and Researchers. But I will in the nest few days. Please visit http://www.davidfplynnconsulting.com.au

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