Innovation benefits when it’s done right.
When it’s done effectively, innovation defines a roadmap, sets explicit objectives, and provides a guide for everyone in your organisation to follow.
There are two issues that innovation must resolve to succeed:
- The need for change must be owned right across an organisation.
- There must be someone to do the work after the training team has departed.
Let’s deal with #1 today…
Because the ‘need’ for change is the hardest.
Companies evolve to be super-efficient at delivering their product or service. Their systems and processes develop to avoid waste, and every aspect of production and client service is streamlined for profitability.
Kaisen, Lean, J.I.T. and all the other Toyota Business System-inspired processes help to do this. While everything within the company’s control stays the same, it’s all good – operationally.
So, why worry?
Well, the need for change has a habit of sneaking up on you – not necessarily because you don’t see it coming, but because there isn’t a process to decide what should change, or a system to manage that change.
Knowing that a trend will, unavoidably, hit your top and bottom line isn’t enough. Once you’ve acknowledged that probability, the hardest part is convincing your peers and your management that they should take note of it too.
One of the ways that room44 tackles this challenge is to deliver innovation training in the most democratic and agnostic manner: across the workforce and from top to bottom.
If we can’t gain the support of your directors before we kick off, we won’t start. Resistance to the need for innovation must be resolved before a project gets underway.
It’s been suggested that company directors only ever see 4% of the problems that affect their business. If we start from there, alert the right people to what is coming down the line, and change some perspectives, we can have a significant impact on a company’s chances of survival as its market changes.
We’ve become very good at opening the eyes of management to the reality of their situation. To talk about your management team/ leadership team/ board of directors, please get in touch.
Here’s how Click here.