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7 Steps for Open InnovationAn Assesment for Corporate Innovators by Stefan Lindegaard
[email protected]@lindegaard
Author, speaker and strategicadvisor on open innovation, innovation management / culture and the people side of innovation.
Get in touch!
www.15inno.com
@lindegaard
Stefan Lindegaard
1. Common Language and Understanding, Motivation, Mandate and Strategic Purpose
2. Assets and Needs
3. Value Pools and Channels
4. Internal Readiness
5. External Readiness
6. New Skills and Mindset
7. Communications Strategy
7 Steps for Open Innovation
Faster pace, shrinking window of opportunity,
less time for cash cows
Driven by global megatrends: faster, more
open, more transparent and more connected
We need a more holistic approach to innovation!
What is open innovation?
“…a philosophy or a mindset that they should embrace within their organization.
This mindset should enable their organization to work with external input to the innovation
process just as naturally as it does with internal input”
Open innovation as a term will disappear in 5-7 years!
www.businessmodelsinc.com
Step 6: New Skills and Mindset
• Do your company’s leaders understand that people matter more than ideas when it comes to making innovation happen?
• Have you identified people who are best suited for working at the different stages of innovation?
• Do you hire for potential or is your hiring based on past experience and competencies?
• Are your hiring and training programs geared toward developing the characteristics and skills needed for innovation?
Think / Reflect
Discovery – Incubation – Acceleration: Have the
right people at the right time!
What skills / key people do you need now, short
and long term? How do you get access to them?
1) Holistic point of view
2) Ability to constructively handle conflict
3) Optimism, passion and drive
4) Curiosity and belief in change
5) Ability to deal with uncertainty
6) A sense of urgency
7) Talent for networking
8) Communication skills
Please rate these qualifications for a team
working to create a stronger innovation culture.
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Please rate these ways for leaders to motivate
employees to become more innovative, help
create better culture for innovation.
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Innovation is a team sport. To which extent do
these statements resonate with you.
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Companies need to upgrade their innovation
capabilities. How relevant are these
initiatives and activities for this?
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No networking culture? No innovation culture!
- future winners get communities to work!
Networking efforts require direction, training and
time. Few executives get this.
Horizontal: disposition for
collaboration across disciplines
Vertical:
depth of
skill which
allows to
contribute
Credit: Tim Brown / IDEO
Only T-shapes:
“Occasionally, we
have people who
don’t really have a
depth of skills, and
they really struggle.
They don’t get
respect from the
group.”
Only I-shapes:
“…very hard for them
to collaborate…each
individual discipline
represents its own
point of
view…becomes a
negotiation…you get
gray compromises…
The results are never
spectacular but at
best average.”
• Future potential versus past competencies
• Adaptability is key – but in what direction?
• Future innovation leaders create communities (shared sense of purpose, values and rules of engagement)
• Future innovators are intelligent in many ways
• Build the right conditions and frameworks
Finding and developing the right people
• Begin by training the trainer (once you got the why and how in place)
• Intrapreneurship-like programs are one of the best ways of identifying and developing people who will drive innovation forward
• Bring in real life experiences
• Training program itself must be agile to keep up with emerging trends in innovation
• Don’t forget the executives
Thoughts on training programs
A CFO is wary about investing in the training and education of the employees.
He asks the CEO: ”What happens if we invest in developing our people and then they leave the
company?”
The CEO is a bright person and replies: ”What happens if we don’t and they stay?”
