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How to build a culture of innovation so that you can leave your competition in the dust

Earlier this week, my husband and I spent time with my sister and her family in Portland. What does this have to do with innovative companies? Read more.

On Sunday, my nephew, Logan, was working on homework with their friends Ryan and Dillon. It was amazing what three sixth graders were doing. They created a video Himalaya, with slides taken from the Internet, the home mountain of cardboard, foam painted a demonstration of how mountains were formed, an action sequence involving India movement in the ocean to join the Asian continent, a detailed explanation of the cortex, and the grand finale - Indian music playing in unison a cello, electric guitar, and trumpet. Ok, it was a, uh, peculiar way of marking the piece, but I had to admire his courage in the allocation of the musical field.

It was amazing how innovative thinking of these three children since its creation and operating in the market (the market is in this case, their teacher, Mr. Lee).

Even more surprising is the mobilization of all fans of eight adults (all parents of children older than Kirk and me) to run the project after hit a huge speed bump. After hours of trying to get your video onto a DVD for the class, Logan asked for help. Several hours later, different parents had tried to understand who threw in the towel, but I have a little sleep, and went to work.

Since they were unable to transfer video to DVD, my sister quit his team for the day (which she needs for her business, by the way), then Logan could take the class to play the video.

The children tried to get the volume loud enough for Lee to hear, but could not hear him, and accused of losing 30 minutes of class time. Believe me, I had a few words to describe Mr. Lee at this time, not which can be printed in this newsletter.

He, however, give them one more night to solve the problem.

At night, as the tension mounted, it was an attack on the SWOT of the crew. Fortunately for my family, I married a man of IT.

Same If Kirk not much practical work with computers these days, submerged and began to solve problems, you may find a program that has been dark in the Internet, be downloaded and used to transfer video to DVD. Now is the hero of the family.

In total, we feel that children for 15 hours to create the video and at least four are trying to transfer to DVD, and adults spent 18 hours bringing the darling of the creation to life, while pursuing their responsibilities labor, those related to our work, ie. We try to send a bill for Mr. Lee.

Now, here's the link to innovative companies. Are you not ask how the naturally creative and innovative process of children, and the rabid enthusiasm of parents to support innovation of their children, become the idea of crushing, soul destroying bureaucracy at work?

The short answer is that firms and markets are larger and more complicated, and adults do not care about their own ideas as well as ideas for their children, and there's something the truth in this.

However, some companies manage to make an important innovation, its great advantage. It comes down to a dozen factors that correlate directly with innovation. Some of them are obvious, while others are surprising. They are:

1. Support and encouragement to take risks rather than maintain the status quo. In the words of Guy Kawasaki: "Do not worry, be miserable."

2. A management team business plans for most business growth by developing new products and services, and diligently to ensure that the best ideas are exploited and killed less promising ideas from the beginning.

3. inspirational leadership with an inspiring vision.

4. high-trust relationships, relatively Interpersonal conflict-free.

5. Investment incentives and development of skills at all levels.

6. Substantial, sustained exchange information, creating well-informed employees. These employees can apply their extensive knowledge of the wishes of customers, business objectives and strategies and the threat of competition to improve their own work, and propose innovative solutions beyond their immediate area of responsibility.

7. Family friend or life "respectful of the work practices." Examples include flexible scheduling, childcare, part-time arrangements and teleworking. Note note: This I found through a good deal of research, and not through direct experience, and I was surprised he was in direct correlation innovation. I always saw this as a good idea of everything to attract and retain employees, but does not realize is directly correlated with the success of innovation. Go figure. I learn something new every day.

8. Evaluation obvious differences. This includes the traditional dimensions such as gender, race, disability physics, etc. as well as less visible dimensions, including different ways of thinking and approaching the work to be done, different personal values, religious beliefs or spiritual different lifestyles, etc.

9. Semi-or fully autonomous teams, which are free to resolve most problems and make decisions on their own or working directly with other teams - no escalation of management for approval. This can and should include decisions on which of their creative ideas and to further explore kill.

10. direct employee involvement innovation through routine meetings with the evaluation team, and participation in decisions about how to organize work and improved performance.

11. Innovation relevant targets such as increasing the number of new services in place, the success rate of innovative products and services, losses in value added is not due to process innovation, improved speed to market, etc, and a means of measuring progress to them.

12. Adequate resources to exploit the ideas. Some examples include the recruitment of temporary staff to cover part of the routine functions daily, so that key members team dedicated to the education of a new business, funding market research for new ideas and recruitment process engineering to teach employees how to allocate and improve their work processes so they can devote more time to pursue new ideas.

When I look project back in Logan, I see many of them.

Children questioned the need to go through many creative ideas and reject them before landing in the winner.

I have to grudgingly admit that Mr. Lee is excellent pushing children to grow through the development of something new from them instead of memorizing, and invests an incredible amount time to promote the development of their skills.

Children and parents have learned to know each other well, and enjoy a high level of confidence with relatively little interpersonal conflicts, and accept their children's individual personalities they are - and every whim.

The children had to work as an independent team, work through conflicts and make decisions without escalation to Mr Lee.

And the list goes on.

In some Thus, it is necessary for a company to innovate is not so different from what is needed for a child to innovate, after all. It takes much more discipline, discussion change management and people skills.

The children took their DVD to class the next day and played by Mr. Lee. They have an A +.

About the Author

Jennifer Selby Long, Founder and Principal of Selby Group, provides executive coaching and organizational development services. Jennifer's knack is helping clients navigate the leadership and organizational challenges triggered by change and growth. Visit Jennifer at: http://selbygroup.com . For more on the secrets of innovative companies, go to http://www.selbygroup.com/whitepapers.html .

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