Managers often struggle with bringing innovation into their organization. Part of the struggle begins with understanding what defines innovation. Managers simply equate innovation to change. In other words, if they do the usual task in a different way, they are innovative. However, my goal is to show you, an ordinary manager, how to foster innovation and bring it to your organizational leaders.
The first step in fostering innovation is to recognize that innovation requires creativity. Creativity allows innovators to dream the impossible. Without a creative approach to innovation, you and your company is doomed to come up with the same solutions time and time again. So to foster creativity you must remove restrictions. Allow your team to come up with ideas based only on a simple goal. How they achieve that goal is up to them. Do not force unreasonable time restrictions. The more radical the innovation; the longer the deadline. Other ways to foster creativity is through encouragement and challenges. Encourage your team as the ideas develop. Make your team feel comfortable with the direction they are going. Saying things like, "that will never work" is a nail in the coffin of innovation. Challenge them to think outside the box, and do not accept any status quo solutions.
Another key component to innovation is to embrace diversity. Create a task force comprised of a cross section of the company. This would include people from different departments, different backgrounds, and various skill sets. When you get a diverse group sharing ideas, innovation just happens. Allow them to interact naturally to get the creative juices flowing. The natural tension between diverse individuals will spark some interesting "what-if" scenarios followed by some devils advocating. You will need to place a mediator to make sure that the team stays on track and helps work towards a solution.
Once you have assembled the team, you have to sell the idea of innovation to your team. You and your team are undertaking a task that is not "sponsored" by the organization...yet. Your innovation may take place after hours, during lunch breaks, and during business downtime. You need to be honest but explain the rewards. This is a chance to make your mark on the organization and jumpstart your career. Innovation needs passion, so build your team out of people who are looking for recognition and responsibility, not those simply seeking monetary compensation.
Give your team the resources they need. This would include redistributing current responsibilities so they can focus on the innovation. The task force may need market research or access to emerging technologies within the organization. Larger organizations may have business alliances that might want to pursue a joint venture and offer extended resources. Small businesses may have investors looking to expand the company scope. Either way, you need to give them what they need and eliminate anything that prevents them from producing innovation.
Now that you have been able to establish how to create something innovative, selling the idea to your organization is generally the biggest roadblock. Many organizations want to feel innovative but lack the commitment or the vision. Before you approach your organizational leaders make sure you have done your homework. Assess whether or not the innovation is attainable in a reasonable amount of time. Develop a prototype when possible. Identify any concerns the leaders may have and have concrete solutions in place. Figure out how this innovation will not only set the company apart from the competition, but how it will fill a need for consumers. Be confident in your innovation and your team. Show the leaders you can deliver this innovation with the support of the organization. Remember, companies are looking for innovation and if you have followed the steps and developed something truly innovative, the innovation will sell itself.
Jason E. Ernst
http://www.linkedin.com/in/jasoneernst
No comments:
Post a Comment