Tuesday, November 24, 2020

Innovation Integration & Implementation

With today’s business velocity and frequent digital disruptions, innovation leaders can bring greater awareness of the intricacies and the systemic value of organizational systems, business process, people dynamics, resource alignment, information abundance, and technological touches.

The characteristics of digital transformation are high velocity, hyper-connectivity, hyper-complexity, and interdependence. The organizations are like the switch connected to the dynamic ecosystem which is controlled by both internal and external factors. To speed up change and spark creativity, the digital business life cycle could be viewed as resulting in emergent means of shaping a vision reflecting the objectives and soul of the company, participation, adaptability, innovation, and people-centricity. 

Blend two different methodologies -storytelling and visual maps to facilitate the communication process and innovation integration: Establishing statements of mission, vision, and values, establishing goals to accomplish them as a result of what's going on inside and outside the organization. Identifying how those goals will be reached via the lens of strategies, objectives, responsibilities, and timelines. The visual map gives people the whole business situation and the story telling conducted by leaders provides the meaning of innovation and transformative change. It often happens where the organization defines and communicates an innovation strategy, but as soon as they come across the first conflict, their decisions contradict the communicated strategy.

Always keep the big picture. Iteration, interaction, and cross-functional understanding are all crucial in enforcing communication. Planning is an effective way to achieve innovation if planning effort is integrated with normal management practices, practice management via iterative communication, incremental goal implementation, customer-centric viewpoint. Communication effectiveness sets culture tones and how to make effective communication much depends on the individual’s professional competency, and the organizational leadership. In an open and progressive culture, open communication generates a digital vibe to inspire change, engage the variety of audience and streamline idea management. Navigate innovation scenarios on what, who, when, and how to achieve business goals based on the dollar value and available resources. Then try implementing to see immediate results to verify against the expectations.

With strong preparation, implementation success is not guaranteed unless you have a well thought out innovation integration and deployment plan: Business is full of uncertainty, volatility, and complexity, the planning fallacy is a business reality. Innovation leadership hasn't taken the time to involve the organization in the innovation planning-implementation processes, and it's usually related to the lack of the organizational inclusion in the strategy effort. To drive systematic innovation, effective organizational mobilization addresses planning and culture, combining the structure and direction of top-down strategic planning with the pragmatism and wisdom of bottom-up insight.

Innovation is a unique competency. The multiple perspectives of innovation implementation and integration include scope (cross-functional boundary), status (uncertainty, unclear goal., etc), talent (creative mindset), resources, processes, information technology, etc. Sharing a comprehensive innovation plan will help to prepare your teams. Clarify the strategic value of innovation, oversee the management structure and scenarios of meaningful innovation exploration and implementation, walk through and cross the functions to integrate and scale up in order to solve innovation puzzles. This also aligns with enterprise risk management in that the organization could be a risk of real harm if the company does not assess and manage innovation risks. Innovation management is also situational, it should be managed top-down, bottom-up or middle out accordingly based on the flavors of innovation and management styles.

Aligning innovation initiatives, resources and integration/implementation plans with the strategic goals and objectives: There is a shortage of understanding of the whole culture, so from an innovation management perspective, it is possible to run things as programmers rather than managers. If that's the case, they really need to delegate to someone (individual or group) who is prepared to take the time and effort to allocate work or resources in a more appropriate manner, optimize processes, and methodologies in innovation initiatives. Either innovation planning and other types of innovation, you have to live it and breathe it every day, otherwise, you don’t feel accomplished.

If you do not have a clear, measurable understanding of the desired innovation results, you will inevitably end up with an unsatisfied customer. To build an innovation portfolio, analyze "what if" situations showing potential scale of business benefit to be driven from the portfolio based on different mixes of innovation efforts. It provides an “executive” view including impact analysis, reporting and alignment to innovation strategy. All of the above should be supported by a robust, flexible and comprehensive set of tools to report and provide performance metrics, which allow the innovation portfolio to be fine-tuned over time so that it delivers maximum strategic advantage to the organization. Resource allocation scenario needs to be transparent, so how the resource allocation is determined should be understood by all. Metrics can help you get some objective perspective on what you are trying to manage, but they need to be selected, crafted, and interpreted well.

With today’s business velocity and frequent digital disruptions, innovation leaders can bring greater awareness of the intricacies and the systemic value of organizational systems, business process, people dynamics, resource alignment, information abundance, and technological touches. The dynamic innovation planning, integration and implementation is the continual attention to emerging opportunities and risks in the organization and its external environment, and how this affects the future of the organization.


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