People and Culture

Importance of people alignment, communication & Leadership in organizations in order to have successful and sustainable Innovation.

” Stop innovation wars” putted in spot the failure of organizations which seeks to make innovations for increasing their growth but they did not put clear goals and strong plan in how to form innovation team and how to lead them in parallel with other organization operational goals. And mentioned the three steps for making partnership between the dedicated team and performance engine by 1. decide the performance engine tasks that can handle. 2. assemble a dedicated team to carry out the rest. 3. anticipate and manage conflicts.

The rapid change of technology does not give more time to organization to keep on the track of production. Of course, it all about innovation culture for the organization and prioritizes long-term interests and having the right people and know how to manage its steps to obtain high performance and sustain growth by develop new sources.

 For any organization wants to innovate, it should be prepared to innovate and accept and take risks and face failure that kind of failure is most useful and you can learn a lot. 

Innovation requires leaders to stand behind, and believe in it and what it can do if the team have all capabilities to perform the right operation.  Not run into conflict with the rest of the organization and that generate walls of ignorance which is not in the sake of organization.         

    

 Organization culture can be changed by CEO. He with his executive managers can change the manner of how the organization think and take the organization hand towards up. then setting rules and changing plans are important to face obstacles in the development way.       

Managers should accept new ideas from their employees and giving positive feedback when they behave care of their work and in the desired way. This culture of accepting new ideas may pave the way to innovation especially because employees know what to do but only ask them and let them share their ideas and have a degree of control over the work they do and how they do it and perform better. People need resources also to energize them to innovate, the sources can be more time and money to be engaged in innovation. this will happen when the organization itself encourage them and not to say we haven’t got time to look at new ways of doing things.

So, people should feel trust, I mean the trust that organization give to them to unleash the power of their thoughts and their full capabilities to perform their jobs with sensing of they own and share in their company and not only just a job. The right workplace climate also helps people to be inspire and encourage to innovate and guide organization around open communication in which every employee feels that his or her voice is valued is key to getting them involved.

Open lines of communication between employees and top management by optimizing corporate communication channels, holding company wide events and brainstorming sessions, or by allowing employees to submit ideas. No leadership process may be performed without employees understanding the need for change and the need for new products or services. Even more, employees have to align themselves to a leader’s vision by their own free will.

 Innovation is more than growth, it’s survival and building a culture of innovation is all about your people. The alignment of strategy and workforce with the company’s culture and values is essential for innovation.

Main takeaways and lessons learned:

• A Company needs an innovation culture, not an innovation team.  
• Do not make innovation team in isolation.
• Integrate and a partnership between performance engine and dedicated teams.
• The good leadership knows how to mitigate conflicts before and after it happen.    
• Diversity of thought and idea-sharing are supported through cross-team functionality, job rotation and collaboration.
• The more generated ideas from the employees, the more they are in the innovation right way.
• Innovation is collaborating across teams.
• The team should trust each other to feel comfort while sharing ideas.
• Builds an environment of trust where failure is seen as a learning experience.
• Encourages interaction with peers, customers, suppliers and internal and external networks of talent as opportunities for collaboration.