How can you make innovation a core value of your organization?

In my opinion, you need to promote your team to generate ideas which contribute to the business goals and help them to materialize it in specific actions. If it results in benefits for the organization, you need to reward the members of the team. This technique would help the organization to have innovation as a core value.

Innovation concerns the way we think, we organize our work, the way we live and serve the community. If we manage to think, work and live in a brand new way that will make this world better then we can consider which innovation will be helpful for the markets, the consumers and the society.

SWOT é impotante, mas não é suficiente no dias atuais. É preciso considerar também os Horizontes de Inovação: - Horizonte 1 (H1) - Inovações Core, Incrementais, risco baixo, atuação no curto prazo. - Horizonte 2 (H2) - Inovações Adjacentes, mitigação de risco e atuação no prazo médio. - Horizonte 3 (H3) - Inovações Transformacionais, de Longo prazo e alto risco.

Identifying where you are right now (Point A) and where you want to be (Point B) might sound extremely simple, but it's a step that so many organisations omit. Instead they jump straight into the journey, which is rather like opening Google maps and shouting "Get me somewhere" at your phone. Once you have clarity on the size of the gap between Point A and Point B, you can start to think about how you're going to bridge it. I love a SWOT workshop to get everyone on the same page about the ease and likelihood of getting to Point B and what might get in the way. Discussions like this also help to shine a light on the current level of innovative thinking

"Reality is your best friend." – Elizabeth Gilbert. Together with a group of thought leaders, we've explored the significance of assessing your current situation. A SWOT analysis is a vital tool for understanding your strengths, weaknesses, opportunities, and threats in relation to your innovation goals. Thinking of innovating? Start with a SWOT analysis to truly grasp where you stand and where you could go. It’s about turning insight into action. Ready to align your innovation journey with reality? Let's analyze and strategize.

Para poder conectar a nuestra organización con la innovación, lo primero que debemos hacer es diferenciar el concepto de Innovación de Transformación. La Innovación es el proceso de conectar con un desafío, generar ideas de solución y llevarlas hacia una aplicación que genere valor en el mercado. Una vez entendamos que la innovación es una función permanente y no un proceso; el siguiente paso es entender que un valor empresarial es algo a lo que constantemente debemos aspirar y responde a la pregunta de ¿Por qué la innovación es un no-negociable para nosotros? Una vez el porqué sea definido y el negocio asimile el cambio de mentalidad, es momento de encontrar el cómo; y eso dependerá de cada organización; no hay fórmula única.

Faire de l'innovation une valeur fondamentale de votre organisation est essentiel pour rester compétitif et pertinent sur le marché. Voici quelques étapes pour y parvenir : - Créer une culture de l'innovation - Définir des objectifs clairs - Investir dans la recherche et le développement - Encourager la collaboration interdisciplinaire - Promouvoir une mentalité d'amélioration continue - Récompenser et reconnaître l'innovation - Favoriser un leadership inspirant

Promoting innovation requires 2 key things: 1. A good working culture environment 2. An open communication system Every organization that wants to make innovation their core value must ensure the culture is well conducive for the employees to share their strategic ideas. There is no way innovation will flow in a toxic business environment Communication is the lifeblood of every organization, the business must have various channels where employees can share their opinions with the management. Frontline employees understand the business better and can advise the business on areas for growth and improvement. When an organization has these in place, they are on their way of making innovation their core value

Versatility brings innovation, I believe in hiring diverse skillset in the team and constantly encourage them to bring in their perspective. New Ideas should be recognized and rewarded, this should the core of team and management stand-ups. Innovation driven growth can bring in such culture, transforming it into a core value for the organization.

Innovation as a core value often indicates ability to adapt. Markets change, tech advances, and businesses that foresee and adapt are best positioned for longevity and revenue. Start by assessing your current situation in at least the following areas: People, Product, Promotion, Place, Intellectual Property, Competition, Market Forces, Time Series Analysis

To make innovation a core strategy I believe it needs to be encouraged across all ranks and employee levels, rather than making this a special group project. This means core leadership as well as the team members across all levels need to be trained to think critically and solve problems with innovation, need to be rewarded for successful solutions and at the same time should be allowed to fail and own up the learning’s from failure. There should be a clear definition of success metrics so that the teams including front line employees have leverage for some decision making but are very clear about the core objective of the organisation and can experiment with innovative models without impacting the revenue or other core goals and metrics.

Para integrar la innovación como un componente fundamental de la propuesta de valor de la organización, es imperativo que los directivos definan con claridad la visión de innovación que la empresa desea proyectar. Dada la diversidad de enfoques posibles para innovar, ya sea en productos, servicios, modelos de negocio, entre otros, resulta crucial establecer una dirección clara. Esta claridad permite elaborar un plan estratégico que genere resultados tangibles en el corto o mediano plazo, respaldando así el compromiso de todo el equipo. Además, facilita la transferencia de este valor percibido por los clientes o consumidores, fortaleciendo la posición competitiva de la organización en el mercado.

Vision sets the direction. Beyond this, regularly communicating and embedding this vision into every aspect of the organization, from onboarding to daily operations, ensures it becomes part of the organizational DNA. Encouraging open innovation by collaborating with external partners, customers, and even competitors can bring fresh perspectives and accelerate the innovation process. Investing in innovation hubs or labs where employees can experiment and develop new ideas without the pressure of immediate commercial success can further foster a culture of innovation. These will reinforce the innovation vision, making it a living, breathing part of the organization.

“Vision without action is a daydream. Action without vision is a nightmare.” Japanese proverb Vision is the place to start, don't get me wrong. Vision is the time to think big, to dream. However, dreams must become reality at some point. Yes vision must link to your companies purpose, values, culture, market BUT ALSO it's ability to execute. If you can't build a desireable, marketable, feasible product that gets customers to part with their money, it doesn't matter. At that point, it's just a dream. When starting, look at your vision as a hypothesis to test with buyers and users, adapting it to feedback. Don't set your heart on a vision for innovation without sharing it with the market, stakeholders, customers and users.

She sells sea shells by the sea shore. She sells sea shells by the sea shore. She sells sea shells by the sea shore. She sells sea shells by the sea shore.

To embed innovation as a core value, foster a culture that encourages curiosity, risk-taking, and collaboration. Provide resources and time for experimentation, embrace diverse perspectives, and reward innovative thinking. Establish clear goals and metrics to track progress and celebrate successes openly. Encourage continuous learning and adaptability to stay ahead in dynamic markets. Remember, innovation thrives when it's ingrained in the company's DNA and supported by leadership at all levels. Let's transform our organizations into innovation powerhouses! 🚀🌍👌🏽 #InnovationCulture #Leadership #BusinessTransformation #Creativity #FutureOfWork #Entrepreneurship #InnovateOrDie #AdaptOrPerish #StayAhead #ThinkOutsideTheBox #Collaboration

In such a fast-paced and dynamic world, where customer expectations are constantly evolving, making innovation a core value of your organization is essential to staying ahead and remaining competitive. This is possible when we eliminate silos and encourage collaboration between different departments, so we can gather diverse perspectives and knowledge. It also encourages the team to take risks, try out new ideas and learn from failures. Knowledge never takes a back seat, continuous learning and professional development are key to staying on top of trends. And finally, to encourage a growth mindset, remembering that “Today's 'No' is just an opportunity to do better tomorrow."

Os valores de uma empresa precisam estar presentes no dia a dia dela. Somente com a prática é que eles são incorporados pelos colaboradores. Portanto, o conceito de inovação precisa ser simples o suficiente para que ele possa ser executado e reconhecido na rotina de trabalho. Mesmo empresas que já nascem com características de inovação, precisam levar o conceito às áreas de suporte. Do contrário, a inovação fica restrita ao core business da empresa, e não se transforma em um valor organizacional.

Defining the vision in clear & simple terms is very important. Merely stating that Innovation is our company's vision is not sufficient. It should be clearly stated as to what you want to innovate , is it Products Process Customer service Technology Operations ....... or any other (specify ) This will not help the industry to identify your vision but also helps the internal team in setting OKR's or goals matching to the company's vision

To embed innovation as a core value, foster a culture that encourages curiosity, risk-taking, and collaboration. Provide resources and time for experimentation, embrace diverse perspectives, and reward innovative thinking. Establish clear goals and metrics to track progress and celebrate successes openly. Encourage continuous learning and adaptability to stay ahead in dynamic markets. Remember, innovation thrives when it's ingrained in the company's DNA and supported by leadership at all levels. Let's transform our organizations into innovation powerhouses! 🚀🌍👌🏽 #InnovationCulture #Leadership #BusinessTransformation #Creativity #FutureOfWork #Entrepreneurship #InnovateOrDie #AdaptOrPerish #StayAhead #ThinkOutsideTheBox #Collaboration

"The biggest problem in communication is the illusion that it has taken place." G.B. Shaw When sharing thoughts, strategies or plans for innovation, remember you know it better than anyone. In your mind you've played out the story. You know the characters, the plot, the twists, and the ending. So instead of laying the path to innovation out in terms of information and facts, weave it into a story those you are sharing it with will remember. Stories drive interest. It's a fact. Stories that involve your audience drive engagement. Make your team, stakeholders, company and customers a part of your amazing story of innovation. Then, tell them what you are going to tell them. Tell them. And then tell them what you told them.

Communication is crucial. In addition to these practices, implementing structured innovation training programs can equip employees with the necessary tools and methodologies to innovate effectively. Creating cross-departmental innovation challenges can foster a spirit of collaboration and competition, driving engagement across the organization. Ensuring leadership models innovation behaviors and practices can set a powerful example, reinforcing the importance of innovation from the top down. These approaches not only enhance communication and engagement but also embed innovation as a core organizational value, driving sustainable growth and success.

1. Clear Messaging: Articulate the vision succinctly and align it with organizational goals. 2. Multi-Channel Communication: Use diverse platforms to reach stakeholders effectively. 3. Interactive Platforms: Foster dialogue and feedback through various forums. 4. Tailored Approach: Customize communication for different stakeholder groups. 5. Consistent Engagement: Maintain ongoing communication to keep stakeholders involved and motivated.

To embed innovation as a core value, foster a culture of introspection and passion for continuous improvement. Encourage curiosity, embrace failure as a learning opportunity, and provide resources for experimentation. Celebrate innovative ideas and recognize those who challenge the status quo.

Once the specific vision is identified & defined than it needs to be communicated to the last person in the organization hierarchy . This becomes imperative for the senior management to demonstrate the same in all their actions by effective communication whether is Team meeting Town hall Quarterly appraisals Yearly end appraisals ............. in any other internal communications This helps to team to realign themselves to the defined vision & not get distracted from the same

One of the best ways to communicate and action off innovation is to break down the strategy into stepped changes. Walmart does this really well. By recognizing that large-scale transformations are often met with rejection, they break innovation into multi-year progress, with each new step contributing to the broader strategy but doing so in smaller chunks. The bigger picture doesn't necessarily need to be signalled to the market or internal teams from the outset, but by continuously building off the last innovation, your teams begin to move towards the new model. This also allows you to test the hypothesis as you build instead of launching a full-scaled innovation without market validation.

One thing that I've utilized with my background in entrepreneurship is to leverage the structure of an elevator pitch. Afterall, you are trying to sell your idea in the same way a small business owner would sell a product. The elevator pitch needs to be clear, concise and show value to your stakeholder(s). Start with the problem. Use data to illustrate the problem and the pain points. Then, describe your solution and illustrate the value proposition with evidence. Then, make your ask or call to action. Keep in mind, each stakeholder might need a slightly tailored version of a pitch that aligns with their goals or vision. This structure needs to be taught to anyone that is interested in innovation.

To embed innovation as a core value, foster open communication channels and actively engage employees in brainstorming and problem-solving processes.

For many companies innovation is central to competitive advantage. In my opinion innovation requires a clear vision and culture of original thinking and controlled risk taking. Hiring the right talent, empowering critical thinking, recognising and rewarding new ideas is crucial to driving innovation.

Without a question, the key to a successful strategy is communication, particularly when it comes to the innovation core value. The procedure must be really clear in the first place, and everyone involved must feel valued and encouraged to think creatively. They also require feedback. Accept all suggestions that are made, acknowledge them, and, if you can, give them rewards. New ideas might also be welcomed by suppliers and customers. They are a component of the process, and through innovation, they may surely contribute in the development of improved processes.

Developing your innnovation strategy starts with engaging stakeholders and understanding your unique value proposition as a business. The voice of the customer should always remain top of mind. Therefore, the innovation strategy should always focus on driving value and impact for customers.

1. Assess Needs: Identify areas where innovation is needed most within the organization. 2. Set Objectives: Define clear and measurable goals for innovation that align with overall business objectives. 3. Allocate Resources: Allocate appropriate resources, including funding, talent, and time, to support innovation initiatives. 4. Foster Collaboration: Encourage collaboration and cross-functional teamwork to generate and implement innovative ideas. 5. Experiment and Iterate: Embrace a culture of experimentation and learning, where failure is seen as an opportunity for growth. 6. Monitor and Evaluate: Continuously monitor progress and evaluate the effectiveness of innovation efforts against established objectives.

Creative Environment: Create a workplace where people feel free to brainstorm and take risks Reward Innovation: Recognize and reward employees who come up with innovative Feedback Loop: Establish a system where ideas are tested, improved, and implemented Partnerships: Collaborate with outside groups to bring in new perspectives and expertise Measure Progress: Track how well innovation efforts are working and adjust as needed.

La innovación no debe ser vista como una meta sino como un proceso. Si dentro de tu organización eres capaz de implementar un mindset de mejora continua, y sobre dicha cultura implementas un proceso con ceremonias y metodologías que impulsen la disrupción, estarás diseñando una organización capaz de sobreponerse a los retos que tu sector demande. Lo vital es ser capaz de construir ese modelo sobre tres pilares: - Cultura de mejora contínua - Organización fluida y plana, donde el conocimiento se transfiera evitando los silos. - Establecer una metodología o conjunto de buenas prácticas sobre las que estandarizar el proceso creativo.

Innovation tends to dwell less at the center of an organization than at its edges. -Measure What Matters Listening to those at the "edges" / frontlines of your organization and truly giving them a voice/seat at the table and in the decision-making process goes a long way towards developing and sustaining innovation.

It is crucial to clearly define what innovation means for your business, create an inspiring vision aligned with corporate objectives, and foster a culture that values creativity and collaboration. Structure cross-disciplinary teams, invest in training and development, and implement processes that support ongoing innovation. Regularly assess progress and be willing to adjust the strategy as needed, celebrating achievements and learning from challenges to keep innovation as a dynamic process and a strategic pillar of the organization.

Your innovation strategy has to be bespoke and suited to your organization's strategic goals and objectives. However, you need to study your competitors and create strategies that will enable the organization to create innovative products and offer innovative services that are better than those of your competitors. Remember, “A disruptive innovation is a technologically simple innovation in the form of a product, service, or business model that takes root in a tier of the market that is unattractive to the established leaders in an industry.”

Your innovation strategy should be clear and specific, avoiding generic statements but instead outlining a definite direction. This document should include your strategic goals and objectives, an honest evaluation of your organization's strengths, weaknesses, opportunities, and threats, as well as a detailed analysis of your competitors' actions. Additionally, it should outline the catalysts and enablers necessary to achieve your strategy.

To make innovation a core value, establish an innovation strategy that encourages experimentation and embraces new ideas, fostering a culture of creativity and forward-thinking within the organization.

1. Develop Action Plans: Create detailed plans for executing the strategy. 2. Build Capabilities: Equip teams with skills and resources. 3. Foster Innovation Culture: Encourage experimentation and risk-taking. 4. Provide Support: Offer guidance and leadership. 5. Monitor Progress: Track and adjust as needed. 6. Celebrate Success: Recognize achievements to motivate teams.

Implementation and execution of innovation strategy is key for success. It should start with - Bottom-up approach - Involve every team member even if it is some one who takes care of the admin work - Innovation shouldn't be restricted to conference rooms. Discuss innovation thoughts openly in a large forum - Prepare non-bias evaluation matrix for validating the ideas

The fifth step is to implement and execute your innovation strategy by translating your ideas into actions. It's necessary to establish a dedicated team or unit to manage and drive your innovation projects. You must also allocate sufficient time, money, and resources to support your innovation activities. You need to monitor and measure the performance and outcomes of your innovation, and adjust your strategy as needed.

The innovation strategy should be supported by case studies that address real problems within your organization. This allows the team, contributors, or the entire organization to be involved in the design thinking process from conception to execution. Often, innovation begins with an idea but remains in the ideation phase or is quickly directed towards product implementation. Strategic thinking frameworks and critical thinking tools can help refine, implement, and execute small pilot sprints for testing.

Strategy and good ideas are worth little if they cannot be implemented. Only those working in the systems can make those systems visible and identify systems problems--and take right action to fix those problems. This must be done as a collective, using a "pull" strategy. Everyone contributes and is heard and all decisions are through consensus.

You need to create an implementation plan for innovation with deadlines and expected outcomes. And also a tracker for tracking the progress of implementation. It's important to be flexible and adaptable. It's important to note that "Adaptability and constant innovation are key to the survival of any company operating in a competitive market".

A successful strategy or blueprint should include a detailed implementation plan with clear expected outcomes and success metrics. It's crucial to form a skilled and experienced team to carry out the strategy effectively. Verify whether the proposed project already exists and consider modifying or enhancing it if necessary. If the innovation is new, allocate all the necessary resources to bring the initiative to life. Start by creating a model or simulation, then develop a real prototype to test the project's viability and gain support from users and investors before moving on to scaling and production for the market or internal use.

To make innovation a core value: Foster a culture that encourages experimentation and rewards novel ideas, while providing resources and support for implementation.

Lessons from the real-world problems can increase the rate of new innovations that helps to scale up the models at very fast rate like ChatGPT in AI

First and foremost have the top leadership really wanting and believing in innovation and its value, most top leaders think they support it but they lack of honest dedication and see it more as a cost

6. Designing a product on a drawing is very important, but making it viable by means of a prototype is the most important thing, because you can see elements that are unimaginable on a drawing, e.g. : * the quality of the plans * procurement and choice of suppliers * supply lead times * assembly/wiring/assembly techniques * how the technician perceives and understands assembly instructions * assembly errors * personal risks for assembly personnel * the step-by-step plan for commissioning * the quality of the operational test plan * improvement/FTE * time needed to switch to another MVP or improve the existing one * documentation and plans to be reviewed * market-by-market standards and product insurability (criminal and civil risks)

Foster a culture where creativity meets agility, and using tools like ChatGPT for data analysis becomes second nature. Embrace failures as lessons, encouraging your team to pivot and adapt swiftly. This mindset not only fuels innovation but ensures your organization stays ahead by constantly learning and evolving.

Fostering a growth mindset in your organisation helps accelerating innovation. Sharing learnings and showing example as leaders by showcasing experiments that failed but there was a learning helps the organisation to experiment and innovate more. I have seen good results when setting goals for amount of experimentation done by each team and individual and making sure there is time allocated specifically for experimentation.

It is crucial to be clear about how feedback will be reviewed, and evaluated, and how willing the organization in to pivot if presented with a 'failure' outcome. In one past company, they threw an annual 'retirement party' to commemorate ideas that they were sunsetting. While it was a little corny, it served the purpose of building a culture where failure was celebrated- every department enjoyed recapping their 'best bad ideas'. If you only celebrate the wins and push the bad outcomes under the rug, you will always struggle to develop and retain top innovators.

Innovation thrives in a supportive environment, free from the fear of failure. Instead of hierarchical structures that punish missteps, psychological safety is what matters. This empowers teams to learn and experiment freely, knowing that ideas will be heard and discussed openly. As a Product Manager, another key lies in a rapid feedback loop. I like to break down silos between innovators and stakeholders. It’s important to regularly gather insights, analyze results, and iterate quickly. This fosters a dynamic exchange where innovative ideas can flourish and transform into successful MVP’s, launchable products and businesses.

It your innovation strategy hits the mark that was initially intended, you got it wrong. Strategy should be flexible, it should account for the influences and nuances that could not be foreseen. Things change today faster than ever, innovation should be able to adapt to ever-changing internal and external landscapes. Feedback loops are critical to innovation success. Listen to the voice of the customer and overlay with the voice of your people (especially the quiet ones). Keeping a finger on the pulse cannot be achieved if not by design. Feedback mechanisms and both the willingness and adaptability to change are just as important as being forthright and hard-headed in building a lasting innovation strategy.

It’s critical to embed innovation into the culture of the company. Innovation can occur in small daily operational tasks as well as bigger transformational activities. And all of these are important and need to be part of the fabric of the company.

Innovation is something that needs to be invested in and budgeted for. That doesn't mean just putting aside funding on innovation to be spent though. Each innovation proposed should be subject to a business case, ideally one that is of the right size and complexity to fit the proposed innovation. Investing in innovation with appropriate business cases or gate approvals means that organizations get value from their investment in this critical activity for their continued success.

I talked about this topic in my short videos on LinkedIn and YouTube... in my opnion you must; 1️⃣ Encourage Quality: Strive for excellent work that adds value. 2️⃣Respect Individuality: Embrace diverse skills and ideas. 3️⃣ Foster Trust: Create an open, collaborative environment. 4️⃣ Empower Freedom: Allow experimentation & risk-taking. 5️⃣ Allocate Resources: Support innovation financially and technologically. 6️⃣ Nurture Creativity: Provide spaces for brainstorming and cross-departmental collaboration. 7️⃣ Embrace Adaptability: Be agile and open to change. 8️⃣ Value Employees: Recognize & celebrate innovative thinking. By integrating these values, you'll create a culture where innovation thrives! 🚀💡 Follow me for more insights 💟🔃

Paint the word “innovation” on the wall in the office. All capital letters. At least 3 feet tall. Preferably in Papyrus font. Or … Define “innovation” in the context of your organization and its goals. Explain how you will measure innovation. Connect your definition to specific workplace behaviors. Give people time, channels and prioritization to express these behaviors in their work. Recognize people who constantly demonstrate these behaviors and achieve measurable results. Then paint INNOVATION on the wall - because you’ve earned it. 😜

Innovation is a mindset. Hire innovators and empower them to be the change from within the organization. I have seen how high impact yet narrow-scope special projects move the needle and produce tangible results for organizations in the short-term. Here are some tips: - Build a team of innovators. - Foster a highly collaborative, agile team dynamic that empowers them to push the envelope. - Set clear goals, objectives and boundaries. - Give them a proper budget, and ample resources. - Let them do their magic.

Innovation must be at the core of your organizational culture. If it is not there, it will never become a core value. Also, innovation must create value: innovation per se is just fireworks.

If innovation and product development is not already a core pillar of the firm I would suggest firing the current executive team, perhaps including yourself if under your watch the “Future Inc” part of the business was allowed to wither.

Innovation is likely happening all around in business except there is not a common understanding of what Innovation is, so how this is understood by training and communicated within the business is critical to the success of creating an Innovation Culture.

Employees that are innovative often have a bad time. They come up with good ideas and end up having to run projects as well as their old job. Innovative employees need space to innovate and they need rewards for it.