An innovative workplace culture encourages new ideas and risk-taking. Employees feel supported when trying out their innovative ideas, and failures are treated as learning opportunities. Cross-functional teams do not work in silos, but instead collaborate to come up with fresh solutions.
Encoding innovation into an organization’s structure and processes means setting innovation-related goals and formalizing the various aspects of innovating, from idea generation, to implementation, to recognition for successful innovations.
An innovative workforce is made up of individuals who bring a diverse set of skills and perspectives to the table. Development programs are in place for employees to grow, improve, and expand their capabilities and knowledge.
When leadership “walks the talk” of innovation, employees will follow. Leadership must take the lead in shaping the organization’s innovation strategies, asking the hard questions that lead to innovation, and celebrating the innovation of employees.
Keep in mind that innovation needs to be a long-term process, especially if you’re used to reacting to change rather than creating it. Innovation also requires a culture that approaches it as a way of life rather than a short-term Band-Aid for current business problems.
So don’t expect to radically change your ability to innovate overnight. Instead, identify where you stand on the innovation continuum, then set small, achievable goals. Get everyone involved in thinking about how to improve the business and make it safe for people to push the envelope.
Over time, you’ll become the company that has everyone else in the industry wondering how you do it.
We can help you innovate! Check out one of our Chapter Meetings near you to meet members, ask questions, and start your innovation journey.
For a REAL eye-opener, have leaders and front-line employees answer these questions, and then compare their answers.
