innovation management – three gears
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Innovation Management – Three Gears. What is Corporate Culture?. Culture is enacted : C ulture is continuously created by every member of your organization, through their day-to-day participation in the organization. It’s dynamic, shared, crowd-sourced; not static and unchanging . - PowerPoint PPT PresentationTRANSCRIPT
Innovation Management – Three Gears
Strategy
• What to innovate?• Values• Business Model• Branding• Drivers
Process
• Resource Procurement ($, Energy, Time)• IP Portfolio Management• ROI & Assessment
• Leadership• Customs, etiquette,
attitudes, expectations• Talent Recruitment,
Training, Development• Facilities / Environment
What is Corporate Culture?
• Culture is enacted: Culture is continuously created by every member of your organization, through their day-to-day participation in the organization. It’s dynamic, shared, crowd-sourced; not static and unchanging.
• Culture is “how we do things here.” It provides members with (largely unspoken) rules for how they should behave to gain and maintain social ‘membership’ in the organization.
• Culture is manifested in a variety of ways, including:Language – shared words or labels your organization uses.Rituals – such as the summer BBQ, award ceremonies, etc.Dress codeDecision making – how important organizational decisions are made and communicatedConflict resolution – how conflicts are expected to be handled- discussed or avoided?Status - who is recognized and esteemed, both formally and informally?
http://www.businessinsider.com/hrs-sloppy-thinking-on-culture-2013-1?utm_source=dlvr.it&utm_medium=linkedin
“Culture Eats Strategy For Breakfast.” -- Peter Drucker
“Culture Eats Strategy For Breakfast.” -- Peter Drucker
No matter how far reaching a leader’s visionor how brilliant the strategy,
neither will be realized if not supported by an organization’s culture.
Self Assessment of Innovation Culture
Culture Questions
• What kinds of values are currently shown in the culture of your organization?
• What kinds of values need to be shown in the culture of your organization in the future in order to be most effective?
• What kinds of values are members of your organization actually rewarded for showing in behavior now?
• What kinds of values do you expect your significant clients or customers would rate your organization as showing toward them?
10 Culture Building Principles
1) Communicate your dream and operationalize it. 2) Be clear about what you stand for, inside and outside
your company. 3) Design your organization for what it needs to win.4) Get your team right.5) Champion innovation of all kinds. 6) Set your standards very high. 7) Train all the time. 8) Do a few symbolic things to create excitement about
what is important. 9) Think like a winner, act like a winner. 10)Live your desired legacy. http://www.forbes.com/sites/martinzwilling/2012/03/03/10-ways-to-build-a-business-culture-like-apple/
Myers-Briggs AssessmentSCALES ARE…
• Gathering Information• Processing Information• Judging Information• Time to make decisions
The Four Preferences
• Extraversion or Introversion
• Sensing or Intuition
• Thinking or Feeling
• Judgment or Perception
Source: Looking At Type: A Description of the Preferences Reported by The Myers-Briggs Type Indicator by Earle C. Page
There is no right / wrong or preferred type !
Myers Briggs Type Indicator
• 1. the MBTI describes rather than prescribes;
• 2. it pinpoints preferences and strengths;
• 3. it puts all preferences on equal standing;
• 4. it provides a framework to understand human behavior; and
• 5. refrains from making judgments.
• Extraversion• Initiating• Expressive• Gregarious• Active • Enthusiastic• Sociable• People
• Introversion• Receiving• Contained• Intimate• Reflective• Quiet• Inward• Depth
E I
These Characteristics Often Develop From E And I Preferences—Some Of Them May Be True Of You
SOME KEY WORDS
SOME KEY WORDS
• Sensing• Concrete• Realistic• Practical• Experiential• Traditional• Details• Present• Facts• Sequential • Repetition• Literal
• Intuition• Abstract• Imaginative• Conceptual• Theoretical• Original• Patterns• Future• Innovations• Anticipation• Inspiration• Change
S N
These Characteristics Often Develop From S And N Preferences—Some Of Them May Be True Of You
• Thinking• Logical• Reasonable• Questioning• Critical• Tough• Justice• Impersonal• Precise• Principles
• Feeling• Empathetic• Compassionate• Accommodating• Accepting• Tender• Harmony• Appreciate• Persuasive• Values
T F
These Characteristics Often Develop From T And F Preferences—Some Of Them May Be True Of You
SOME KEY WORDS
• Judgment• Systematic• Planful• Early Starting• Scheduled• Methodical• Organized• Control• Decisive• Deliberate
• Perception• Casual• Open Ended• Pressure
Prompted• Spontaneous• Emergent• Flexible• Experience• Curious• Options
J P
These Characteristics Often Develop From J And P Preferences—Some Of Them May Be True Of You
SOME KEY WORDS
THE SIXTEEN TYPES
Each Of These Sixteen Types Is Gifted And Valuable
ISTJ ISFJ INFJ INTJ
ISTP ISFP INFP INTP
ESTP ESFP ENFP ENTP
ESTJ ESFJ ENFJ ENTJ
11.6%
5.1%
4.3%
8.7%
13.8%
8.8%
8.5%
12.3%
1.5%
4.4%
8.1%
2.4%
2.1%
3.3%
3.2%
1.8%
By the use of inferential statistics, an estimate of the distribution found in the US population has been gathered.
THE SIXTEEN TYPES
Each Of These Sixteen Types Is Gifted And Valuable
ISTJ ISFJ INFJ INTJ
ISTP ISFP INFP INTP
ESTP ESFP ENFP ENTP
ESTJ ESFJ ENFJ ENTJ
11.6%
5.1%
4.3%
8.7%
13.8%
8.8%
8.5%
12.3%
1.5%
4.4%
8.1%
2.4%
2.1%
3.3%
3.2%
1.8%
By the use of inferential statistics, an estimate of the distribution found in the US population has been gathered.
For 20 in this group
10% (2) 5% (1)
0% (0)
5% (1) 0% (0) 0% (0) 0% (0)
0% (0) 5% (1) 25% (5) 15% (3)
15% (3) 10% (2)
0% (0) 5% (1) 5% (1)
MB Creativity Index: (3*S/N)+J/P-E/I-(0.5*T/F)Range: (400 to -150)
Einstein end / Innovative
Edison end / Adaptive
Rainmaker Index (Range: -100 to 100) S/N – T/F
Adapter
“Fuzzy” front end
Managing both sides