The challenge for organizations is to manage its portfolio of relevant cross-border strategic synergies and organizational interdependence for developing innovation competency.
Not only provide clear guidelines but also see that organizations are embracing cross-functional collaboration and taking people-centric innovation effort: Organizations cannot get stuck at the old way for too long due to the rapidly changing environment. It’s always important to break down silos or outdated concepts, shape fitting mindsets, set up guidelines, do gap/impact analysis to define where and how to bridge the gap between what is required, and take cohesive actions in innovative problem-solving. Business transformation needs to start at and be led by the top of the organization. What needs to change and why? Leaders must clearly articulate that message to their organization so managers and employees can actually execute it.
It is important to realize that there are basic principles and rules that make innovation work. But breaking down old ways and discovering alternative ways to do things is part of innovation. Set the guidance, create something new under the updated rules, harness cross-functional, people-centric innovation, and improve the effectiveness of innovative problem-solving. Innovation requires guidelines to discover insights, encourage desired behaviors, improve decision effectiveness, management effectiveness and ensure innovation efforts are steered in the right direction and reaping profit.
Not only do you need to understand your own tendencies and the value but also you need to be vulnerable to hearing the ideas challenged from a viewpoint different from your own: Each person approaches a decision with its own value set. A key goal is to make that value set transparent. Continuous "checking" in of oneself so that you can offer the best version of yourself to your workplace or community. One of the biggest challenges in this complex, diverse world is the fact that we need different perspectives. Criticism shows a portrayal of ideas, concerns, attitudes, directions.
The cognitive abilities, emotional awareness, and knowledge fluency are the dimensions of how we shape the better version of self. When people get stuck in the old routine and comfort zone, keep doing things in the old way, they stifle innovation. Each person has their own set of strength and weakness; the different levels of risk tolerance to do things differently. Learning from others shows a good attitude to understand, be open minded for catching new perspectives, and cultivate innovation competency.
Change is not for its own sake, it can be an opportunity, it needs to be all about moving the business numbers upwards and taking the logical steps for achieving calculable results cohesively. Companies should always explore alternative communication channels, alternative organizational structures, alternative recruiting pipelines, and alternative ways to engage employees or delight customers. Organizational management can lay out different thinking, structures, and solutions to avoid vagueness or indecisiveness, and select the best option to solve problems innovatively.
The challenge for organizations is to manage its portfolio of relevant cross-border strategic synergies and organizational interdependence for developing innovation competency. Forward-looking organizations work proactively to dismantle business bureaucracy, experiment with different types of organizational structures to streamline business alignment, harness collaboration, design for trust, build “recombinant” business capabilities to accelerate innovation performance holistically.
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