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How to drive innovation at work

Innovation

...comes with a relentless focus on experience and not being satisfied by “just getting it out.” You must take time to create a complete experience by taking your innovative idea and ruthlessly concentrating on how to reduce it to its essence. 

It’s not just about the cool new feature. It’s more about how you can simplify it to a compelling solution.

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How to drive innovation at work

How to drive innovation at work

https://www.weforum.org/agenda/2015/03/how-to-drive-innovation-at-work/

weforum.org

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Key Ideas

Innovation

...comes with a relentless focus on experience and not being satisfied by “just getting it out.” You must take time to create a complete experience by taking your innovative idea and ruthlessly concentrating on how to reduce it to its essence. 

It’s not just about the cool new feature. It’s more about how you can simplify it to a compelling solution.

Tips to help create an innovative culture

  • Engage and empower the entire team. Everyone in your organization should feel empowered to unleash his or her entrepreneurial spirit.
  • Suspend judgment. Identify “the good” in the ideas instead.
  • “Fail big, but fail soon.” Team members must also know that they have permission to fail.  Sometimes you must move quickly and you can’t always play it safe.
  • Set a good example. Take time to connect, mentor and develop your team members. Inspire them to create, look for new approaches and think outside the box.
  • Pay attention to the details. Designate specific goals, projects, times and expectations. These types of details ensure the innovation process doesn’t turn into a time suck.
  • Don’t forget about the physical environment. The physical environment people are in can influence how they feel, think and interact and can impact the quality and quantity in the innovation process.

SIMILAR ARTICLES & IDEAS:

Being A Great Listener
  • Focus on what’s being said instead of how it affects you or what you want to say.
  • Put away your phone. It’s rude and multitasking takes away from comprehension.
Listening influences up to 40% of a leader’s job performance

Beyond the spoken words, the tone of voice, body language, and what isn’t said also convey valuable information.

But most people overrate their listening skills. 

Alfred Brendel
Alfred Brendel

“The word listen contains the same letters as the word silent.”

Mind The Limitations Of Your Brain
Mind The Limitations Of Your Brain
  1. Decide important things early in the day, else decision fatigue sets in.
  2. Have snacks to keep your glucose high, else your brain will respond more strongly to immediate re...
Listen To Your Body

As reaction to panic or stress the body pumps adrenaline, making you breath faster and certain parts of the body feel tight, that makes us prone to often incorrect snap judgments. When having that kind of response, close your eyes, take a few breaths, and take some time to consider your next action.

That buys you time to physically calm down enough to make a more considered choice. 

Other Tips For Better Choices
  1. Be skeptic, meditate, learn from previous mistakes, know what the data and it’s context means, and trust your informed judgment.
  2. Focus on the quality of information you’re getting, not the quantity.
  3. Set a time limit for yourself, and ensure you’re not using your decision-making angst as a procrastination device.
  4. If you see that you prefer familiar and easier choices, ensure they aren’t being reframed to support something you wish was true.
  5. Crisp, clear decisions may seem like the best kind of decisions, but they may cost you time and extra effort when often the details may not even matter.
  6. Forcing yourself to choose may lead to you making high-risk decisions and ignoring alternatives.
  7. Imagine the effort you’re considering was a fantastic success, and then that it was an unequivocal disaster. Then, analyze the reasons for both to find blind spots, dampen excessive optimism, and bridge the gap between short-term and long-term thinking.
For a team to be high-performing...

...who is on a team matters less than how the team members interact, structure their work, and view their contributions.

5 characteristics of effective teams
  1. Psychological safety: team members feel safe to take risks and to be vulnerable in front of each other.
  2. Dependability: Team members get things done on time.
  3. Structure and Clarity: team members have clear roles, plans and goals.
  4. Meaning: work is personally important to team members.
  5. Impact: team members think their work matters and creates change.
Allowing Ideas To Safely Flourish

Take a moment to consider if your employees and team members are coming to you with new ideas and innovations.

To create a sense of security where employees will feel safe to share their i...

Increased Diversity

Companies with increased growth are 72% more likely to have high diversity in their organization.

Use Learning & Development (L&D) training to raise awareness about the current state of diversity and inclusion in your work environment.

Agility Breeds Sustainability

Up to 70% of trainees forget what they learn within 24 hours after training. However, it does not have to be the case for your employees.

An effective leader will implement and integrate an agile training infrastructure into their daily operations that can change quickly to keep up with the pace of innovation.

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The speed of change

The amount of data generated doubles every two years, reflecting a

Communicate your leadership signature

A leadership signature: Who you are as a leader and how you view and approach the job. 

  • Discover your leadership signature by asking how you lead day by day. Are you task or people focussed? 
  • Ask people who work with you how they would describe your leadership.
  • Consider the impact you have. Are you changing the culture? Driving results?
Be a sense maker

Sensemaking refers to the process of creating meaning out of the chaotic world around us.

We need to make sense when something in our environment seems to have changed. We collect data, learn from others, look for patterns to create a new map of the landscape. Then we experiment with new solutions to see how it will respond to this new environment.

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Measuring Employee Productivity
Measuring Employee Productivity

Fixing employee productivity in the industrial age, when most workers were handling machinery and it’s parts, was a tedious but doable process. The managers had to fix the people who were making mi...

The Old Productivity Formula

The basic productivity formula(productivity= output divided by input) worked well in the industrial age as the output and input were clearly defined and measurable.

Today’s leaders need innovative solutions to measure and improve productivity in a knowledge-based workplace, as the measurement of output and input is not what it was.

Quality And Quantity

While assigning value to the output of knowledge workers, we cannot simply measure the output like before.

Coders and doctors cannot be measured by the hour, as their output is not uniform or consistent every hour.

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Before remote rebooting your team

... consider:

  • More than 70% of leaders say their teams do not collaborate on their most important business problems, and 70% say their teams are conflict avoidant.
  • 2...
Strong virtual teams
  • Virtual and traditional teams can only succeed if all the members of the team feel like they can be candid.
  • Everyone on the team needs to be accountable, not only to results and to their superior, but to each other.
  • They proactively foster strong relationships (caring, trusting, supportive generous) among members.
  • Teams thrive when they have ambitious goals that have been collaboratively created and jointly owned.
Creating a new culture

Leaders and team members can make a virtue of this global situation and new world of work: you have an opportunity to introduce a totally new meeting culture, one that values candor and accountability.
It's not going to be easy, given the uncertainty we face. But now more than ever is important to work together.

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Oscar Holmes - PhD Rutgers School

"It’s hard to have a conversation about systemic injustices.  One, [diversity-related topics] are hard to ..."

Oscar Holmes - PhD Rutgers School
Advance Diversity Awareness for thoughtful leaders.

Challenge: Expose Biases too hidden to be seen.

Innovation: An identity survey with easily visible results.

Lesson: More than one social identity is examined at the same time and allows becoming aware of issues related to diversity and privilege.

How to bring the Identity survey to life
  • Do not overestimate your own competency. Life experience alone is not enough to become a diversity expert.
  • Broaden students’ perspective on privilege. A broad spectrum of topics that can reveal differences.
  • Demonstrate authenticity — and grace. Making cultural faux pas is an opportunity for teaching and showing grace.

  • Focus on solutions.  Awareness encourages motivation toward solutions.

Happiness

Happiness and satisfaction are subjective concepts – while for some of us monetary benefits can be equated with job satisfaction, some might strive for recognition of their hard-work and los...

Workplace Happiness defined

In a fundamental sense, workplace happiness comes when:

  • We enjoy doing the tasks assigned to us
  • We feel right about the people we are working with
  • We are happy with the financial benefits we get from the job
  • We have the scope of improving our existing skills
  • We feel respected and acknowledged at work
Importance Of Happiness At Work

Happy employees are compulsory for a growing business.

A study on organizational success revealed that employees who feel happy in the workplace are 65% more energetic than employees who don’t. They are two times more productive and are more likely to sustain their jobs over a long period of time.

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Curiosity leads us to generate alternatives
Curiosity leads us to generate alternatives

When our curiosity is triggered, we are less likely to fall prey to confirmation bias (looking for information that supports our beliefs rather than for evidence suggesting we are ...

Curiosity and innovation

Encouraging people to be curious generates workplace improvements.

When we are curious, we view tough situations more creatively. Studies have found that curiosity is associated with less defensive reactions to stress and less aggressive reactions to provocation.

Reduced group conflict

Curiosity encourages members of a group to put themselves in one another’s shoes and take an interest in one another’s ideas rather than focus only on their own perspective.

Thus, conflicts are less heated, and groups achieve better results.

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