Q: While these tools are valuable for generating creativity - how do you "train" leaders to support innovation / create a culture of innovation, i.e., be willing to accept a level of risk from their team?
A: Two parts to this answer:
1. The individual Leader
2. The organization
The leader’s need to "get or understand" innovation in the same way that everyone else does. So, some of the basic theory is important. There is a business case to be made for innovation, and then they need to understand what’s required for implementation.
From an organizational change perspective, the following needs to be true.
There are general best practices that reflect what leaders can do to support the development of innovation as part of a culture. These include:
As each corporate culture is distinct, there are also ways leaders can support the development of a culture of innovation that must be tailored to the organization and the point in time. A process of discovery creates a strategic, targeted approach for leaders to take to ensure innovation settles in to the organization with the least resistance and greatest return possible.
The discovery categories include:
If you would like to view the Innovation in a Box webinar, click here.
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