Organizational leaders and professionals today need to be creative enough to think out-of-the-box, generate great ideas; take logical approaches to plan, engineer, implement, follow through, and evaluate innovation performance smoothly.
Innovative organizations are more open to diverse opinions and feedback, listen to customers, take the path perhaps no one ever takes before, and become more resilient to fail forward.
It’s critical to stimulate people's kindness, trust, and creativity by utilizing the themes of nobleness and character building: Innovative leaders reject conventional thoughts and structures without apology. The right kind of mind is the essential feature of real innovation. And collective mindsets shape the culture of the business. People down the organization need to be encouraged to speak up and tell the truth to the upper level, harness two-way communication to enforce trust and spark innovation. An innovative workplace provides clarity and gives them directional opportunities for personal growth and helps them avoid personal deception, build on their strengths and develop their creative potential.
There is the time to sow and time to harvest; sow more seeds for innovation. The process of creative innovation necessitates the need for an ability of divergent thinking, a novelty-seeking behavior. Being kind is about learning to abide by nature and let the positive dominate the negative, and keep the positive emotions flowing frictionlessly to stimulate creativity.
It is true once we embark on a trip of innovation goal achievement; it generally turns into a circular path versus linear way: Whether a group of people has an amplified creativity depends on varying factors such as different intent, different traits, different cognition, different working styles, and different outcomes. With being called conventional wisdom, organizations or the society encourage mediocrity and unrealistically keep expecting innovation out of that mediocrity.
Innovating to create something new requires that proactively respond to the ongoing changes, and sometimes means the goal first statement to get started, solving an emergent problem. Goals tend to be where you want to end up, the objectives tend to be the stepping stone to get there. Speaking about innovation is very important. But in order to make this conversation productive, all parties in the organization (innovation ecosystem) need to speak the same language, apply interdisciplinary knowledge and take a nonlinear path to solve problems innovatively.
If 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 organizational inclusion in the strategy effort. Incremental innovation requires top-down management discipline; breakthrough or radical innovation brings something that was not existing before at all. Organizations need to develop their own set of principles, processes, and practices to manage different flavors of innovation and improve the success rate.
The main goal of improving innovation management effectiveness is to identify the resistance behind, tackle the complexities of the innovation dynamic, and take actions to resolve them steadfastly. Business leaders and professionals today need to be creative enough to think out-of-the-box, generate great ideas; take logical approaches to plan, engineer, implement, follow through, and evaluate innovation performance smoothly.
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