Upload
daniel-egger
View
1.384
Download
6
Embed Size (px)
DESCRIPTION
The Dark Side of Innovation shares practical insights and looks beyond the shiny/bright side. How could the process impact your organization? It also tackles insights from the practice and myths.
Citation preview
The dark side of
Everybody talks about theshiny/bright potential ofinnovation and forget thatwe are leading with…
Most key executives have anaspiration that is mostlyan individual one.
To achieve our KPIs our career goalMarketing campaign
Integration of CustomersAlignment of StakeholdersEfficiency ImprovementsNew value generation
Business models…
We can innovatefor many reasons:
Before westart we…
…have to know what we want to do and why. The process should not initiate by defining a platform or methodology. It is important to discuss as openly as possible what the organization wants to achieve. It
has to be aligned, internally. It is another story how it is sold to the customers, clients and partners.
If not…
The whole innovation team will suffer. They will be lost and could create their own purpose. This own
created identity conflict especially when they have to return to their day-by-day work cycle. Therefore don’t
be surprised if they choose to leave your organizations some month later. It`s a natural
behavior.
It is a myth…
…that we have to mobilize the whole organization. Everybody has to innovate, create new ideas and
share openly what they know. For some organizations it works but for the most it doesn’t.
to be top innovative?
Not everybody is creative
or innovative at work. Ask yourself: Is everybody
strategic? Operational?If not, why everybody has
innovation teams.
We don’t have tomobilize all employees,but yes create a process that helps to decide if theywould like to work in the
Let`s talks about thepsychological cost ofinnovation!
In the end the employee
Unclear career and hierarchical positionSuper exposure (risk)
Intangible KPI`sNo promise of return
ExperimentationOut of the normal bonus schemes
Political distressMerging of hobby and work interests
…
has to lead with…
We can create
…an innovation identification process , that helps to decide who will join up in the innovation teams? Is has not to be marketing, sales or traditional R&D
that fits this role descriptions. It could be everyone!And yes it is a team, hardly the whole organization.
a process…
Have you ever thought how you will lead with let’s say 10,000 ideas. Departmental managers are already working on their limits. How will they find time and
resources to implement more X ideas and lead projects? What impact will it have if you give a
negative feedback to 9,900 employees regarding their ideas?
We have to collectall ideas, really?
Insights are neutral. And you can apply them or not. Let the innovation team use them, combine them in
new ideas and create something new. Innovation needs convergence. Without it we live in chaos;
motivated yes, but lost.
Do not collect ideas,collect insights!
…innovation process already developed, that fits your context. Different parts from different methodology will more likely generate the right value. It depends on your organizational
context which elements apply. It could be TRIZ + OPEN INNOVATION + INTERNAL COCREATION or something else.
Experiment different processes in a risk limited environment. Reflect critically what fits best for your organization.
There exists nosingle…
There exists no unique formula for
innovation.Anderson Penha
Be happy if 10% of the final idea gets
implemented.
…because during their intensive connection with the ideas it is hard for them to let go, or even to reduce the idea to a MVP (minimal viable product). Handing over the process can help to reduce team frustration. Ideas are great but to turn it into reality often needs a
stronger contextualization and reduction of complexity.
Separate innovatorsfrom implementers…
Don`t be depressed.
Innovation has also its
bright sides!
Daniel [email protected]
@daniel_egger
danielegger.tumblr.com
www.foltigo.com
Anderson [email protected]
www.foltigo.com