The Holy Trinity of Innovation
Recently I was invited – at a conference on Logistics and Industry 4.0 – to deliver a speech on the Human side of innovation, which is too often, underestimated as a determining factor: when we think of innovation, we think of technology, we fear resource problems, but we don’t really directly associate innovation with Talent.
In the speech I introduced two topics, which are interrelated: the Holy Trinity of Innovation and the 6 Levers to innovating in the short term.
In the first I explore the relationship between Culture, Systems and Processes, and Talent, by providing examples on why they are “three and one” at the same time (hence the label Trinity). ). In a nutshell Culture is the sum of all collective and personal behavior of the talent, at any given point in time. System and Processes deal with the fears related to the behavior; and Talent will not be recruited, nurtured and retained unless the right mix of Culture and Systems are in place. Furthermore Culture makes the Systems, and Systems and Processes constraint the culture, and its development.
In the second I introduce 6 levers that can be used in the short-term (while building long terms objectives) to ensure any organization can make the most of any current combination of culture, systems and talent.
The Six Levers include: Innovation Architects, and their ability to spark innovation; Non-pecuniary incentives, which are required to promote risk-taking and failure in companies who tend to celebrate only successes; Inspiration through conferences, events, city trips, museum visits and treasure hunts; Internal Networking, which is critical to share learning; Talent Autonomy and Fee Thinking, which is a necessary step towards a culture that deals with failure and risk taking, and embraces new way of thinking; Innovative Project Tools, to ensure that sharing is as digital as possible and the physical/ in-person meetings are dedicated to take decisions, to build prototypes and move the project forward by building consensus.