Creating a Culture of Innovation Presented by Kevin Wheeler

Fewer Constraints - More Choice

Little Choice Scarcity/Control

Much Choice Surplus/Freedom

Information Communications Purchasing options Education/Learning Lifestyle Entertainment Food Transportation

3 Emerging Biggies!

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2

3

1

Age of Collaboration & Community

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n  20th Century: n  Control information

n  Cloak it in secret/File patents

n  Do it all yourself

n  21st Century:

n  Open sharing of information

n  Transparency

n  Share/partner/co-create

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Collaborating/Crowdsourcing

n A way to . . .

n Do complex, ambiguous, multicultural work

n Find scarce talent

n Seek multidisciplinary ideas

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Rise of the Creative Class

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-Thomas Malone @ MIT

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Top 10 Countries 1.  Singapore 2.  Netherlands 3.  Switzerland 4.  Australia 5.  Sweden 6.  Belgium 7.  Denmark 8.  Finland 9.  Norway 10. Germany

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Optimistic Empowered

Ambitious

Confident

Passionate

Loyal

Communicators

Resourceful

GEN Y VALUES GO MAINSTREAM

GEN Y’s

n Work for love, not money

n Attracted to opportunities, not status

n Look for challenge, not tenure

n Demand that work be engaging & fun, not drudgery

n Believe work is NOT location specific 13

Blurring of Employee/Work Boundaries

Free Agents & Employees

Work, Leisure,

Home Enterprise, Partners, Suppliers, Customers

Consultants

Flexible Work Patterns WORKER

TYPE TODAY WITHIN 3

YEARS

Regular 85% <50%

Part-time/Flextime

5% 10-20%

Sometime 1% 5%

Contractor 5-10% 15-20%

Consultant 5% 10%

Insourced 5% >20%

7 IDEAS

What Can HR do to drive

innovation?

1. Remove Barriers

n  HR policies aligned to support innovation. n  Encourage learning/exploration

n  Allow easy internal movement

n  Hire for innovative mindset

n  Punish rigidity, chain of command thinking

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2. Foster Collaboration

n  Use collaboration tools/platforms

n  Move away from email

n  Encourage sharing of ideas/brainstorming

n  Focus on Accountability-Based Influence (ABI) n  Facebook

n  EmpireAvenue

n  Rypple

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3. Leverage Analytics

n  Use data to look for opportunities & uncover needs & predict the future.

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4. Pioneer New Models of Leadership

The Emerging Leadership Model

n  It’s Concurrent n  Several may co-lead at the same time based on skills

or experience

n  It’s a Collective activity n  Many leaders /leadership of the team

n  It’s Collaborative n  Shared ideas/collective decisions

n  It’s Compassionate n  Emotion is allowed, Differences honored.

5. Flatten the Organization

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•  Eliminate layers •  Broaden spans •  Shrink headcount •  Reach across the globe •  Build networks

Core

Trusted Partners

Consultants/Specialists Partners

Partners

6. Honor the Oddball

n  Seek out the mavericks, the loners, those with unsupported ideas & give them opportunities.

n  Find people who can n  Deal with ambiguity

n  Analyze the complex

n  Live with interdependencies

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7. Experiment Often & Fast

n  Try new ideas – use pilots and test groups

n  If something seems counter-culture, give it a try.

n  Be open to new technologies that could enhance collaboration, communication.

n  Never punish failure. Learn and move on.

n  Encourage the entire firm to embrace change.

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IBM “HR ThinkFuture”

n  Think of talent as a cloud, as mobile, possibly working for IBM in the morning virtually and someone else in the afternoon.

n  Focus on developing leaders with multicultural competence.

n  Use social media as an HR tool replacing periodic performance reviews and enabling daily, continuous feedback.

n  Use predictive analytics as an innovation tool.

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“Stay hungry. Stay foolish.” -Steve Jobs