Where do you begin?
Assessing your Culture of Innovation is a start.
First, assess executive leaderships modeling of innovative behaviors, such as asking “what if…?” questions and facilitating “brainstorming sessions”, or maybe publically sharing a story of an innovation they had which failed to deliver.
Then, take a look at the messaging and communication focused on innovation. Are there positive communications encouraging innovation written and posted?
- Is there a written strategy focusing on innovation in some form?
- Where is the wall of innovators?
- Who’s name and picture is in your monthly paper as recognition for innovative ideas?
What tools, competencies and processes focused on innovation do you intentionally emphasize?
- Are people taught how to brainstorm, Notestorm, mindmap, solve problems creatively?
- Do you have a process for continuous improvement, problem solving, cost reduction, product/ service ideation?
How do you measure innovation?
- #’s of ideas?
- Revenue generation from new products/ services or product service line extensions?
- #’s of people contributing ideas?
How do you value innovative ideas?
- Monetary, “Thanks”, recognition, time off, support for implementation, …?
How do you deal with innovative risk-taking that fails to deliver?
- Ignore, avoid, criticize, encourage, congratulate, share?
How “empowered” are people to innovate within your organization?
- Layers of approval, team focus, budgeted by function/ department/ group, ideate but don’t innovate?
How do you expose your organization (people) to new and different ideas?
- Benchmarking visits, tuition reimbursement, conferences, webinars, speakers, client visits, …?
What innovative ideas and contributions have you introduced in the past three months?
- 50, 25, 10, 0?