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Time to Redefine “Innovation”


Yes, this is an exciting, forward-thinking conclusion, but it is also a daunting one. The ante has been upped: no longer is it enough to want to create “the iPod” of a given industry and follow in Apple’s much-admired, design-worshipping footsteps. Companies have to “think different,” as Steve Jobs always encouraged his team to do.

Of course, simply copying how a successful company does things “different,” won’t automatically ensure parallel results. You have to rethink what “think different” really means in 2012–for you. Are your company’s innovation efforts really resulting in unique work? Do you have original human resources policies to retain your top performers and to recruit—and retain–the next generation of leaders? Will your own management style help define, or at least reflect, the winning business strategies of the 2010s, and not the outdated leadership tactics of the 2000s?

These questions, which can be tough to confront and to answer, are not only good for innovating your offerings, but they’re also generally good for business too. Daring to be different and not just think different can reap long-term dividends. In other words, doing business as usual means you could be out of business sooner then you think. Straying from tradition–conducting business as unusually as you can– might keep you in business longer than your critics and competitors have expected–as IBM and Google have proved.

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Publicado en Designmind.frogdesign.com, Innovation / Innovación

Lo que de verdad importa ahora ***POST DESTACADO***


n su nueva obra, Hamel profundiza en un tema con el que lleva comprometido hace años -la necesidad de innovar en el ámbito de las practicas de gestión empresarial-. En esta ocasión anima a las personas que persiguen este objetivo a enfocar sus energías en cinco cuestiones de especial trascendencia:

1. Valores
En el mundo de la empresa falta confianza. Se ha perdido por la sencilla razón de que hemos abusado de ella. Se hace precisa, pues, una recarga moral del mundo de los negocios que nos la devuelva. En particular si sentimos la necesidad de liberarnos de controles y estructuras burocráticas -muchas de ellas basadas en la desconfianza- para ganar en agilidad y competitividad. Hoy hacen falta dirigentes con virtudes como la fiducia, la prudencia, la generosidad, la justicia, la honestidad, que actúen en el convencimiento de que las empresas están en el mundo para algo más que para ganar dinero. Es hora de recuperar creencias nobles, más elevadas que los típicos valores instrumentales que inundan las literaturas corporativas. Pero es que además, si la conducta de los dirigentes de una organización siempre ha debido de ser especialmente ejemplar, todavía ha de serlo más en un mundo hiperconectado, donde los más mínimos detalles de esas conductas se conocen enseguida y se amplifican.

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Publicado en ***POST DESTACADO***, ***RECOMENDADO***, RRHH - Human Resouce, santigarcia.net

Innovation – Amplify creativity and skills in management


For this the creation of an environment of creativity becomes crucial for every employee understands the Organization as a whole and not just the job they habitually performs its tasks.

And so it alive this all as a passion, thereby providing a balance of responsibilities between work and family and social life, it is necessary that he find a deeper meaning that promotes actions.

This meaning is indeed what will be forwarded to the customers of the companies and that promotes the sustainability of these.

This “freedom” being relaxed is an act of exemplary management that promotes the future of employees and Organization and the benefits are clear:

-An undertaking shall be an essential element of the work environment. Employee satisfaction and motivation are leveraged and symptoms of saturation are disappearing.

-The commitment of employees is rewarded not only with increased responsibilities but also with the bonus to be part of the “Club” business. Is there a sense of belonging to a whole as enterprise.

-The social balance becomes stable contagiously environments where employees interact.

-Creativity and innovation are brought together to the diligence and promote individual and collective initiatives.

“The first job of any manager is to amplify human capabilities–that is, to create an environment in which individuals are empowered, equipped and encouraged to give the very best of themselves. The second task is to aggregate individual efforts in ways that allow human beings to do together what they couldn’t do on their own.” Gary Hamel

Whether in a collaborator role or in the role of Manager recycling make passes through abandon the bureaucratic routines and amplify the abilities of people and this is achieved by creating a clean and simple climate in the area of knowledge and a colorful atmosphere, full of emotions, in the area of creativity and innovation.

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Publicado en Abaldaia.wordpress.com

What is needed to move from ideas to innovation?


Por jabaldaia
http://abaldaia.wordpress.com/2010/10/31/2596/

Change management!

Many companies, despite being full of creativity and technology, lack of management skills in order to convert ideas into reality, that is, innovation.

Vijay Govindarajan author of “The other side of innovation” together with Chris Trimble begins his book referring to the image of climbers after arduous months of preparation work to reach their goal – reach the top of the mountain.

But like many businesses, not just in big, they forget to create reserves of energy for the descent steps.

It seems to be a fact that, in companies, often after a long way in building environments for creativity and acquisition of cutting-edge technologies, innovative management lack capable of sustaining the results of that effort.

How can we turn knowledge into creativity and creativity into innovation ?

Creativity is a skill that can be developed and a process that can be managed. It requires practice to develop the right skills and a supportive environment where they can grow.

Design Thinking can help organizations manage the innovation process and overcome some barriers in particular to help people learn to feel comfortable with uncertainty, ambiguity and what seems a paradox.

There are a number of challenges presented to organizations listed by Gary Hamel and which are described in full in February 2009 issue of Harvard Business Review, and some of which I took to find a path leading up ideas to innovation.

“ Eliminate the pathologies of formal hierarchy. There are advantages to natural hierarchies, where power flows up from the bottom and leaders emerge instead of being appointed.“

Creativity must be seen as an authoritative source such as knowledge and especially when this refers to practices that do not support an open world.

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Publicado en Abaldaia.wordpress.com

Great readings about innovations | Por jabaldaia


You have wanted to read about innovation?

http://abaldaia.wordpress.com/

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Rethinking the Role of Human Resources – Design Thinking

Por jabaldaia

Recognize and reward creativity

“Fortunately, companies can now prepare itself for the changed dynamics of hiring that lie ahead. All you have to do is stop acting like big companies bureaucratic and impersonal, and begin to create a fast moving and a vibrant atmosphere. Companies will need to mimic the rise in small businesses and provide entrepreneurial initiatives as a natural thing. Teams will be smaller, flatter organizations , and the values of honesty , informality and innovation should be introduced into the culture. People will need to feel that what they say matters, regardless of the classification and title. Perhaps most important, is that organizations need to understand that when the recovery comes, the stars will no longer wait around for them to be given the authority to make decisions or to be promoted. The alternative of running your own show has a very strong appeal. “- Jack Welsh – Business Week

Is not innocent the meaning behind these words of JW

It’s a warning to all those responsible for Human Resources, which has long been filling his professional life , not just with pictures of discouragement produced by a culture that has always favored the to be rewarded for doing well what was established and never rewarded creativity.

The Human Resources as part of the organizations have been looking at and have been left looking like weak elements in the chain of organizational values.

People involved in the traditional Human Resources feel confronted with more fluid business environments with multiple implications of evaluations, awards and contracts.

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HR’s Strategic Role in Innovation by Deb Mills-Scofield

Historically, HR has not played a very strategic role in innovation. This needs to change. HR needs to support the culture change to enable innovation; and the upcoming generation isn’t going to settle for an ‘administrative-only’ role.

On happiness and value innovation by JORGE BARBA

I’ve been thinking about and pounding you in this blog with the idea of not wasting people’s time (also see here). I found out two things today, one is that I’m not the only one thinking about it and second that recent research says that in order for people to be happy we like to spend a certain amount of time on some activities.

Why smaller companies should embrace open innovation by Stefan Lindegaard

Open innovation at small and medium-sized enterprises (SMEs) presents both great opportunities and great challenges. Forming open innovation relationships can give a growing enterprise access to resources that might normally are beyond their reach with the potential for greatly speeding up time to market.

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Will SME feed the large companies in Open Innovation ?

Por jabaldaia

A Portuguese case

Small and medium enterprises, around the world are the drivers of global technological innovation and economic development.

It is likely that its importance has been obscured by the shadow of large multinational companies. In fact the news and exchange of opinion almost always fall into the issues of concern to companies like Microsoft, Apple and IBM among others.

If we imagine that these companies with the size of IBM are large trees in a dense forest, you’ll find around them small businesses that feed and make possible the majestic visibility of companies like Apple or Microsoft.

Are small and medium-sized plants that remain alive and strong the big trees!

These ecosystems are a good analogy with the open innovation with regard to the participation of each firm in the innovation process of a product or service.

SMEs embrace open innovation mainly for reasons related to the market, such as answering customer requirements (often large companies) or to remain in competition with competitors.

To live in an environment of unequal size SMEs face challenges as the most important challenges organizational and cultural issues. These challenges are a consequence of having to deal with the increase of external contacts.

Open innovation can be seen from several perspectives that are based on a combination of absorption and transfer of knowledge and / or technology.

– Companies use licensing of intellectual property as a way of obtaining return.

– Companies set of co-development partnerships as a means to innovate the business model that allows increasing the innovation performance in business.

– Companies establish cooperation with scientific and technological system. This connection enables the research undertaken in universities and institutes of R & D meets the industrial requirements, allowing the expertise of each entity and hence generate returns for both parties.

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Do not wait for the generation y! Become a design thinker!

Por jabaldaia

(Text in Portuguese after this )

Profound insights

Most companies have had their lives guided by the principles of maximizing of the existing as the best way to get the maximum profit. Their leaders have no concern with what is valid and reject the possibility to take the risk by establishing a dialogue to reach a decision.

Thus these companies will never be able to deliver to the user or consumer products under the brand “Wow!”

Here are three assumptions to develop a response according to Gary Hamel- “W

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Publicado en Innovation / Innovación

Innovation – What’s my game?


The game that you want to play.

“If I spent more time worrying and feeling bad about the game I wanted to play, I’d have missed the opportunity to master the game in front of me.

Sometimes, we get these reversed. We think we want to play another game, and we think we have the wrong game in front of us. But lots of times, that’s just an error in perception, or in our growth. A lot of times, the game in front of us is the better game. We just haven’t learned how to play it well. Yet”

Maybe some important and useful information that Pisano and Verganti provide us in “Which Kind of Collaboration Is Right for You ?” by saying that a company or who represents before making a choice of collaboration (do you see collaboration as a game?) must answer two fundamental questions in accordance with the structure and principles of organization.

How open or closed network of collaboration should be?

Who should decide what problems the network is to fight and what possible solution ?

Deep down they suggest four distinct games that we may be, want to play , all depending on our “DNA “and potential behaviors:

– Collaborative networks closed and hierarchical – Circle elite.

– Networks of open collaboration and hierarchical – Center for innovation.

– Open networks of collaboration and flat – Community of innovation.

– Collaborative networks closed and flat – Consortium.

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Publicado en Sin categoría

Are you looking for some great readings? You just found it!


Por jabaldaia

Who is an Ethnographer? by Idris Mootee

Ethnography is hot. Many are quick to claim that they do ethnography by observing people. It is like saying anyone who drives a taxi in NY is a screenwriter. Or anyone who knows how to operate a camera can be a photojournalist

Apple iPad and Google Buzz: Harsh Reality of Innovation by Hutch Carpenter

Nothing like putting your heart and soul in an innovation, and then getting this:

Innovation tip – look for remote as well as local opportunities by Paul Sloane

Most businesses look for new opportunities in obvious places, adjacent to their current position. They typically ask two questions:

Innovation Case: Creating A World Class Innovation Unit by Stefan Lindegaard

A global and well-respected company in a fast-growing industry wants to set up a new innovation unit. Their current innovation efforts are technology-driven but there is a growing understanding that innovation efforts need to focus beyond technology and R&D.

The Golden Age of Innovation – Newsweek via Ralph-Ohr

Despite stereotypes of entrepreneurs as fresh-faced youngsters, new research has found that older workers are more likely to innovate than their under-35 counterparts.

Leadership from the Inside Out — Part II by Gary Hamel

In my previous post, I introduced you to Drew Williams. For seven years Drew served as assistant vicar at St. Andrews, an Anglican parish in Chorleywood, England. When he arrived in 2003, Drew found a church that was big but not growing, and a congregation that was loyal but not energized. Mark Stibbe, head vicar at St. Andrews, challenged Drew to develop a plan that would change this.

Watch the disruptors, not the incumbents by by Tom Hulme

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