My plane from Sydney has just been delayed 4 hours. I’ve just finished up facilitating a day long workshop with a high energy client. My brain is alive with ideas, i’m pumped, so what better time to write a blog on innovation.
Ok, i’m going to correct myself right here. You don’t GET people to innovate. As a leader you create an environment where innovation, ideas and suggestions are the norm. Then, using the right ‘tools’ you stimulate and capture innovation.
Innovation, sadly its a term that has been used to death, but I hope that it never loses its importance in peoples priorities.
The days of having an idea then milking the market for 20 years with the same idea are all-but-gone. Companies, and now Governments need to continually be coming up with better ways to do what they do, continually changing what they do, testing, ditching the failures, leveraging the wins and trying again.
… but how to do embed a culture of innovation through our your team, your department, division or enterprise?
I have implemented what I call the ‘Innovation To Implementation Cycle’ which has consistently shown great results – it is not easy to implement, but if you don’t…
I’m going to put some Continue reading How to get people to innovate
Over the past 25 years of delivering solutions in multiple countries and multiple organisations I have never had the support from exec like I do from my current client. From the board, to the CEO to the executive directors, to the business… we are backed and supported.
This stacks the odds of makes top down, bottom up change, success heavily in our favor.
It is common for the CEO to walk into the program room, sit down with me and ask Continue reading Executive support is mandatory for agile
Managing should be an invisible, yet a productive force.
So, how do you improve the efficiency of the human-side of Organizations needed for the future success of a business?
Everything to do with work can be changed for the better, if only Management today is comfortable with simply pointing out where the business needs to go and how it intends getting there. Then letting go, and being flexible enough to adapt and evolve as that future unfolds with all of its uncertainties.
We definitely, need another measure of people performance other than by their economic contribution, which is often not within the control of the individual. We need to measure their commitment and leadership to the well-being of the Organization.
To achieve this we need to make work something worth committing to.
Adequacy and monotony is not something that just happens; it is built into your system. It’s the result of thoughtless social engineering, which adds nothing to improve the human-side of the business, or the abilities of the individual, Continue reading The Human Side of Business – Minimize Management, Maximize Leadership.
As new beliefs clash with the old, ‘fast change’ has come to mean must change, and with it has come disposable skills, the loss of feeling valued and stable, and a lack of leadership and mentors. This has resulted in not only a knowledge deficiency within our Organizations but also, a shift in the centre of energy of these Organizations.
This disruption has become so much part of our lives (there is just too much to take in… so much to know, understand, think about and consider) that we are in danger of our minds suffering from sensory as well as information overload and burnout. Stress, bewilderment, helplessness, tension, anxiety disorder is on the increase, and it is showing up as unreasonable behavior and even mindlessness within our Organizations’. Its showing up through lower than expected results.
People no longer know how to behave, how they work is how they have always worked. Many don’t know how to change. Speed has turned into haste as organizations fight for a credible future.
Now is the time to be a leader.
Continue reading How To Deliver Constant Change Without Burning Out Your Teams