Often I read articles or books about top-down vs. bottom-up innovation and why one approach would be better than the other. After spending more than five years in the collaborative innovation space, I would advise going hamburger style!
In our previous posts, we’ve made two major points. One: innovation is vital for the long-term survival of any business. And two: a handful of crazy ideas won’t cut the mustard. Successful innovation is a complex process that requires a whole lot more than just riotous creativity. Based on academic research, and in close collaboration with professor Frederik Anseel (Ghent University), we’ve defined three innovation profiles: ideators, champions and implementers. Each of these personas has a crucial part to play in what we like to call ‘innovation dream teams’. What makes them unique and why do you need all three? Let’s take a closer look.
As companies increasingly look to drive innovative and intrepreneurial behavior with their employees, they are examining ways to recognize and reward around these efforts. Both Shannon Lucas (Director of Innovation, Vodafone Global Enterprise) and Anthony Ferrier (CEO, Culturevate) have deep levels of insight to this area of growing importance to innovation and HR leaders.
The possibility of innovation is born when people transcend the beliefs that limit their thinking, and engage in the search for new and better ways. When people are doing this consistently and throughout your organization, you will see a pattern begin to emerge which you will discover is the dawning of the innovation culture.
Organizations that are successful at innovation naturally develop a strong innovation culture. But supposing an innovation culture doesn’t yet exist in your organization. Then how can you develop it?
This series of articles has explored the definition and scope of innovation governance as well as the different organizational models that companies typically choose to allocate responsibility for innovation. This last article will discuss questions linked to the perceived general effectiveness or inadequacy of innovation governance endeavors, and it will characterize the managers’ level of satisfaction or dissatisfaction with the various organizational models that their companies have adopted.
Research from Jean-Philippe Deschamps, Professor of Technology and Innovation Management at IMD, indicates that there are at least nine possible models of innovation governance, some of which are more widely used than others. This second article in a series of three on the topic of Innovation Governance will review the various governance approaches or “models” that companies have put in place.
Why is the way we work with ideation so different than the way we normally execute projects? This article argues that the two ways of working can be combined into an ‘innovation project machine’ that more effectively captures new ideas and executes innovation, inspired by agile project management and with learning for managers.
In order for innovation to flourish in your organization, your innovation champions must be supported through properly structured responsibilities, goals and resources. Otherwise, they will leave to pursue other opportunities, taking their energy and ideas with them. That’s one of the core messages of Gerard J. Tellis’ new book, Unrelenting Innovation.
Is your company a great place for innovation? That probably depends on whether you ask the boss or the underlings. According to a new study by Development Dimensions International, a human resources consulting firm, the boss and the workers could hardly disagree more.
After polling innovation managers and experts from all over the world about the size of the organization in relation to the ease of starting an innovation initiative, Gijs Van Wulfen takes a look at the arguments.
Many firms discover in their search for unknown co-innovators that in different countries potential innovation partners react differently when they are approached by an Open Innovator. Frank Mattes looks at a recent study that may help shine light on the issue.
What does it take to be successful at managing innovation? Patricia Seybold, founder and CEO of the Patricia Seybold Group and a New York Times best-selling author on the subject of innovation has a few ideas to share.
Policy makers in the USA and EU are looking at how they can design innovation programmes that support global competitiveness. In this series we are looking at Europe’s new ‘Innovation Union’, which reflects the new growing significance of innovation in Government policy. We’ll be following up with more on US and Asian innovation thinking. In Part II of our Innovation Union series, we talked with Peter Droell, head of innovation at the European Commission.