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As business leaders seek additional impact from Innovation Programs, new ways to leverage and scale existing resources are being explored. One approach is to link externally sourced ideas with networks of innovation-minded employees, to generate additional business impact.
Agile Innovation is an execution-based model, not a control-based model. This means that the focus is on what you do (execution) rather than on what you are instructed to do. Hence, this approach requires inner motivation, and it’s not going to thrive in environments characterized by extrinsic, hierarchical, or fear-based motivational schemes. In this final excerpt from Agile Innovation, Langdon Morris discusses approaches necessary to transform organizations to achieve innovation actions and outcomes.
The world is changing, yet people constantly assume, incorrectly, that tomorrow will be like yesterday. When business leaders make this mistake, the outcomes are generally bad because opportunities are lost. Competitive advantage is gained with the ability to transform insights into useful innovations by seeing the unseen. In this chapter excerpt of Agile Innovation, Langdon Morris explains how ethnography drives better innovation at a top-five U.S. financial services company.
Many innovation leaders tend to be tactically driven, but their corporate leadership is looking for more strategic planning and analysis. This tension often contributes to high turnover in innovation management roles, based on a misalignment around leadership’s expectations. In this article Anthony Ferrier suggests perspectives and actions that should be considered part of your innovation strategy plan.
Could it be that today’s pervasive bad news, the news that causes everyone else to moan and complain—the economic malaise, the chaos that the digital revolution created, the impacts of outsourcing, political instability, global competition—can offer amazing opportunities to out- distance your competition? In this second chapter excerpt from the new book, Agile Innovation, Langdon Morris explores innovation-under-duress.
Charles Darwin said it quite well: “In the long history of humankind (and animal kind, too) those who learned to collaborate and improvise most effectively have prevailed.” Innovation, collaboration, and improvisation are indeed essential forces shaping all of business and all of modern life, and they’ve become vitally important for the individual, the organization, and indeed for all of society.
2014 leaves us with a number of mega-innovations that feel tantalizingly close to becoming part of—and improving—our daily lives. The driverless car. Commercial applications of graphene. Reliable, accessible renewable energy. Personalized medicine based on our genome. The reinvention of commercial air travel as a relaxing, invigorating experience. Okay—that last one may be a bit of a stretch. Perhaps the best expressions of innovation, as with charity, begin at home. With that thought, I leave you, the innovation practitioner, with a couple wishes for the new year.
How do innovation leaders access additional resources to enhance the scale and impact of their efforts across complex, global organizations?
As the global economy improves, many progressive HR leaders are focusing attention on better leveraging innovative activities from across the organization. The resulting new level of partnership and support not only enhance existing employee focused metrics, but also align HR / Talent more closely with generating direct financial impact and growth to the organization.
This whitepaper provides a high-level overview of how these new approaches can work and steps to consider before proceeding.
Which companies are ensuring their place in the future? Definitely not those sticking to conventional models in work organisation or in structuring and running their businesses. As evolution teaches, the ability to adapt to environmental changes, such as the ones we experience in the corporate world, determines who has a better chance of thriving. So, is your company’s DNA set to evolve?
Engagement of teams is a must-have when addressing the key issues related to sustainable innovation programs. In the second of a series of articles focused on Innovation Culture, we are going to share our views about the way organizations should stimulate and encourage the creation of teams truly committed with innovation. Besides the more usual ad hoc requirements regarding team and individual creative performance, having a clear focus on team management is essential to achieve a more balanced and sound innovation program.
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?
October 6, 2014 | By: Rui Patricio, Christina Elisabeth Pettersson & Pedro Miguel de Matos Roseiro | In: Organization & Culture
Defining the organizational purpose and promoting organizational alignment are two key factors for creating a culture that supports innovation. In this series of articles focused on Innovation Culture, we are going to share insights and cases of organizations that implemented innovation programs (and less structured initiatives) with the involvement of a wide range of managers and employees.
Corporations tend to focus on fads, often packaged into corporate initiatives or programs, that roll in and out of favor over time. Attention from leadership around any single initiative doesn’t last forever, and it will shift to the next bright and shiny object at some point. How do you prepare for when this happens?
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?