Innovation & Inst...
Follow
Find tag "elements"
2.6K views | +0 today
Innovation & Institutions, Will it Blend?
Where innovation is happening beyond the stuff of small start-ups & tech companies. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation and careers, SUBSCRIBE to REVELN.com/Tools/
Your new post is loading...
Scooped by Deb Nystrom, REVELN
Scoop.it!

Innovation vs. Measurement & Systems: Leadership Is Always The Key

Innovation vs. Measurement & Systems:  Leadership Is Always The Key | Innovation & Institutions, Will it Blend? | Scoop.it

"Think of “win-lose” structures in incentives.  If you can only win if someone else loses, what are the odds of your developing a working relationship grounded in trust?"

Trust:

Strong leadership can recognize “win-lose” structures or norms and work to eliminate them.  It seems obvious that leadership drives trust, not systems.


_________________________

Without ...systems ...built to allow for ...individual and group failure, risk will always be a negative organizational value. 


_________________________


DIVERSITY:      . . . of people, points of view, ideas, ethics, and beliefs.  Diversity is what drives and powers iteration, constant challenge, testing, playing, and randomness. Strong leadership will drive (or diminish) diversity much more profoundly than will the most deeply embedded systems.  


RISK:     Risk tolerance and the attractiveness of rapid iteration are the hallmarks of innovative organizations.  Without operational systems that are built to allow for and to contextualize individual and group failure, risk will always be a negative organizational value.


...Should you be thinking a little more about how you encourage and foster strong leadership, and a little less about your systems of measurement and evaluation.?  You might be surprised by where this reflection will take you.

Deb Nystrom, REVELN's insight:

The venture capitalist who wrote this post has a view I share on putting measurement and evaluation within the right context, including a certain tolerance for enough risk-taking to help organizations be adaptive and "anti-fragile." ~  Deb

more...
Deb Nystrom, REVELN's curator insight, July 5, 2013 5:29 PM

This is also shared here via Performance and Talent Development because of the theme of leadership above performance systems, and leadership to build an innovation, adaptive culture that trumps traditional measurement practices. ~  D

Rescooped by Deb Nystrom, REVELN from Change Management Resources
Scoop.it!

Leading Change: Three Major Misconceptions That Hinder Innovation

Leading Change: Three Major Misconceptions That Hinder Innovation | Innovation & Institutions, Will it Blend? | Scoop.it

"Innovation has become vital for value creation. More than ever will it distinguish successful institutions from the less successful..."


Three fundamental misconceptions stick out.


1. Innovation is synonym for change:

Too often innovation and change initiatives are mixed up. Many change initiatives are actually improvement oriented and based on knowledge and examples that are already available in the marketplace (best practices, benchmarks, pilots), and are therefore not innovative.


Real innovation requires a company to go first, to go where no one has been before; to be a leader rather than a follower.


2. Innovation is a business goal as any other:

Research shows that successful innovation depends on the level of strategic alignment in the organization: alignment between the corporate strategy, the innovation strategy and the corporate culture (see a recent study in S+B on this). Innovation is therefore more fundamental.


It requires a specific innovation strategy and culture, based on:

  • a profound understanding of the external developments, 
  • how we adjust our strategy to it, 
  • in what part of the business (products, services, processes, systems) we need to innovate, 
  • how we use our qualities and competencies to create innovation, 
  • what competencies we are missing and need to develop, 
  • how we deal with trial & error and failure, 
  • how we will change the way we work in teams, 
  • how we will refocus resources.
=

3. An innovation culture is something you can copy from successful innovative companies:   Wrong, doing what others do is not innovating! You can learn lessons from others, but you will have to translate those to your own reality.

more...
Deb Nystrom, REVELN's comment, December 19, 2011 8:54 AM
Also from Deb: This is one of the better blog posts I've seen out there, especially highlighting specific differences between innovation strategy and change management. The list alone mirrors recent innovation consulting strategy in consulting organizations.
Scooped by Deb Nystrom, REVELN
Scoop.it!

Finishing – The 7th unique trait of a corporate intrapreneur - Innovation Excellence, Institutions

Finishing – The 7th unique trait of a corporate intrapreneur - Innovation Excellence, Institutions | Innovation & Institutions, Will it Blend? | Scoop.it

Can corporate cultures truely support entrepreneurial thinking, which is intraprenuership?  


This series of posts features Steve Todd's view of the 7 elements of intrapreneuring.  


Excerpt from #7, which gives a good overview of the full series:


A brief review: the first three habits (productivity, initiative, and collaboration) accelerate idea generation in a corporation.


The next three habits (3-Box time Management, Plus-2 Visibility, and Bridge Building) allow an intrapreneur to move forward and ultimately receive corporate approval for completing their idea.


The trait of finishing closes a circle that connects with the first trait of productivity. Intrapreneurs finish because they are productive; it is, after all, their foundational trait.

more...
No comment yet.