Identify the symptom of innovation blue as early as possible.
Innovation at the digital age is coming at seemly a much faster pace, more change, and more potential disruption, with a broader scope, scale, and impact on the business’s surviving and thriving. However, innovation has a very low success rate, pay more attention to innovation blue, examine the causes of failure in innovation, the gaps and pitfalls on the way.
Innovation is just a buzzword, everyone talks about it, but very few people, especially leaders really work on it: In most of the organizations, culture inertia is one of the biggest obstacles to innovation. Innovation is neither a buzzword nor a serendipity. The success of innovation management is never an accident, it is a thought-out planning and seamless execution. Very often, innovation fails because top leadership doesn't understand how to "manage" innovation or treat the decision in the same way as a capital decision. It is important to develop a creative but also disciplined space for encouraging creativity, experimenting and testing new models, products, services, and business approaches. Some businesses sheld innovation teams from the organization’s dominant logic and establish a standard operating procedure. The purpose is to create an environment for generating more ideas and pursuing alternative ways to do things; when ideas have been developed or when they are able to be applied to meet the business objective, and then they should be pushed through an efficient execution process or scale innovation effect across the organization. At the core of innovation management is a customized business simulation, which lets participants experience the comprehensive business problems and opportunities associated with creating ideas and executing innovation at the company for developing innovation as a cohesive business competency.
The workplace is just too conforming to get others thinking differently; or too rigid to encourage different voice: Innovation becomes possible only if people can keep their curiosity to ask WHY, WHY NOT, WhAT IF questions. In fact, innovative solutions often come from the floor and not the ceiling. Impatient with the status quo and believing there is always a better way to do things is a strong signal of having a creative workforce. A leader should create an environment that allows people the opportunity to push boundaries and seek out new frontiers. Hence, the concern is they will not be investing enough to craft a workable future, or searching for new alternatives. The leader views the whole picture and applies creativity in areas not tried. To spark creativity, the digital workforce with heterogeneous team setting include all sorts of thinkers: creative thinker, critical thinker, systems thinker, holistic thinker, etc, to complement each other’s skills, connect wider dots, and harness the culture of innovation.
The risk-allergic minds dominate the workplace and protect the interests of narrow-short-sighted benefit: Innovation comes with a risk of failure, usually not well tolerated in risk avoidance mind, protecting the interests of short-term benefit. In many organizations, the short term, and immediate pressures are making them look inward to optimize what they know. Companies have to be prepared to lose some to gain more for the longer term. Innovators should always have a greater vision in mind and strive to return sustainable development and growth. Failure should not be an offense and actually, if there are not a few failures, then you are not trying hard enough. The job of innovation management is to help when a failure happens to turn it around as a team. When leaders shift from “risk-avoidance,” to “risk management and risk intelligence” mentality, they can stay focus, weigh risks and rewards, take prudent risks and discover better ways to mitigate risks rather than eliminate it and embrace business growth opportunities proactively.
Digital innovation now expands its horizon and flexes its muscles, goes beyond just creating new things, and it has enriched context. Identify the symptom of innovation blue as early as possible. Innovation has to become your business routine, corporate culture to renew creative energy and it needs a systematic approach to manage a healthy innovation portfolio.
The workplace is just too conforming to get others thinking differently; or too rigid to encourage different voice: Innovation becomes possible only if people can keep their curiosity to ask WHY, WHY NOT, WhAT IF questions. In fact, innovative solutions often come from the floor and not the ceiling. Impatient with the status quo and believing there is always a better way to do things is a strong signal of having a creative workforce. A leader should create an environment that allows people the opportunity to push boundaries and seek out new frontiers. Hence, the concern is they will not be investing enough to craft a workable future, or searching for new alternatives. The leader views the whole picture and applies creativity in areas not tried. To spark creativity, the digital workforce with heterogeneous team setting include all sorts of thinkers: creative thinker, critical thinker, systems thinker, holistic thinker, etc, to complement each other’s skills, connect wider dots, and harness the culture of innovation.
Digital innovation now expands its horizon and flexes its muscles, goes beyond just creating new things, and it has enriched context. Identify the symptom of innovation blue as early as possible. Innovation has to become your business routine, corporate culture to renew creative energy and it needs a systematic approach to manage a healthy innovation portfolio.
0 comments:
Post a Comment