The more you allow disparate ideas to mingle and collide, the more you maximize your chances for true innovative thought to emerge. Learn all of this and more in a complimentary white paper about why innovators want to nurture workforce diversity.
A common misconception is that innovation can’t be taught. Similar to how some people believe that artists are born, not made – innovation has often seemed to be the purview of the great thinkers, the elite, people whose creativity is given, not a matter of practice…
Jeff Seibert, senior director of product at Twitter, describes how several companies made offers to acquire the technology behind his first startup, a file-conversion engine. Faced with multiple offers, Seibert explains how culture fit and the chance to continue working on the product was more important in the decision-making process than how much money was offered.
“Before you can create, you must forget,” writes Vijay Govindarajan (VG), one of the world’s leading experts on strategy and innovation in his latest book “The Three Box Solution – A Strategy For Leading Innovation.” Why does VG say this and what can we learn from him?
Dharmesh Shah, co-founder and CTO at HubSpot, lists some of the most common excuses early-stage companies give when asked why conscious effort isn’t put into developing culture. Entrepreneurs often point to office parties and perks, or the supposed importance of their mission as their startup’s culture. They also claim culture grows organically, or that they just don’t have time, Shah says.
Running a business is tough, no matter what industry you’re in. Retaining loyal customers and remaining relevant are some of the biggest challenges faced by today’s business owners. Fortunately, you’re not alone and your company is not the first to navigate these waters.
In this chapter of The Innovation Formula Langdon Morris examines five forces of change: technology, science, culture, the human population and climate change. The convergence of these five trends largely defines the modern world and the market environment to which we must adapt and respond. Understanding them will set the framework for the choices you will have to make, and the processes you will implement in order to create and implement your own organization’s innovation process.
The essence of agility is the ability to respond to new and different conditions. You cannot continue repeating the same old operating formula long beyond its utility or you will be left behind. Are you prepared to adapt to the profuse variety of new circumstances with new tactics and strategies? The principles of Agile that we examine in the next three chapter excerpts of Agile Innovation will help you understand what you need to do.
The four simple axioms in the “The Manifesto for Agile Software Development” express the core values for getting work done efficiently. In the last chapter excerpt of Agile Innovation we looked at individuals and interactions as well how to create a rapid working prototype. Today we’ll continue discussing the next elements: collaboration and carrying out change in a corporate setting.
We bet you hear the word innovation at least a dozen times a day, if not more. Every single company seems to be thinking of, planning for, and somehow doing innovation in some way. With so many ideas, frameworks and success stories, how can you cut through the noise and capture what’s most relevant for your company?
Intrapreneurship is vital for all organizations to thrive in the 21st century – equally important for large firms, SMEs, and family businesses. Is there a proven recipe, a one size fits all approach to promoting intrapreneurship?
As a company grows, its creativity typically tends to decrease. What can be done to prevent a decrease in creativity within an organization?
Many of the challenges faced by an organisation wanting to innovate boils down to talent management, areas often directly under the influence of HR. In this study, we explore whether HR has become a partner yet in innovation. We make the case that it is imperative for HR to be a driver, while also being innovative in its own domain.
Nothing is more constant than change. Furthermore, the speed of change is accelerating. So for instance, the global knowledge is growing exponentially, disruptive megatrends (e.g. Internet Of Things, urbanization, demographic shifts) are shaping the innovation agendas and new approaches for capturing value by innovation (e.g. Business Model Innovation, Design Thinking) are becoming mainstream. Thus, new realities for innovation management are emerging and firms are forced to change their innovation management ever faster.
Launching an innovation program is challenging for a number of reasons. Most of the time, champions of innovation face two main problems: 1) the general challenge of coordinating the various aspects of the innovation department, but also 2) educating the rest of the community about the value of innovation and how it will impact them. Addressing some of the main questions or challenges right off the bat paves the way for innovation success later.