Was tun Sie, wenn es Ihrer Organisation an einer Kultur der Kreativität und Innovation mangelt?

In my experience when a company lacks a culture of creativity and innovation, it's very hard to chage things from the inside. It may be very useful to bring someone in from the outside to help. on every step of the journey, including the assessment. To assess "honestly" you need the availability also of the top management to accept to be identified as part of the problem. A trusted external advisor can succeed. An internal middle-manager with "innovation" in the role will hardly be listened to.

Lo primero que tenemos que hacer es justificar y convencer a la directiva o socios de la organización cuales son los beneficios que podemos conseguir implementando buenas prácticas de creatividad e innovación; a nivel de económico, clima laboral, marca ,imagen empresarial o reconocimientos que puedan mejorar a toda la organización en su implementación y siendo parte de ella, entre otros. Contratar a un experto que nos acompañe en elaborar un plan estratégico, táctico y proyectos pequeños que muestren avance y retribución del mismo, haciendo que se genere una cultura de innovación y creatividad, incentivando en las mismas personas o áreas, premios por sus aportes y beneficios, asi como participar de comunidades en común

A true assessment of current culture will uncover what hinders innovation and creativity for an organization, starting with executive leadership and the company's strategic direction. Innovation costs money and time and without the support & buy-in of executive leadership, it's almost impossible for an organization to make huge leaps in the innovation space. High performers and innovators typically have diversity of thought and tend to operate outside the box. An honest assessment should identify the various innovative talents within the organization as well as map out a plan to provide the infrastructure, funds, and approval for creatives to engage with innovation. Without an assessment and a plan, creativity and innovation cannot thrive.

Initiating a culture of creativity requires clear communication of its importance and the strategic investment involved. This first communication should be data driven and productive and comercially oriented with realistic and tangible goals. Highlighting success stories with quantifiable outcomes can illustrate the potential for growth and profitability. By presenting this evidence, we can effectively advocate for the shift towards a more innovative mindset. In my experience, this proactive approach can influence even the most hesitant leaders to consider the positive impact of fostering creativity within the organization.

In our organization, we are identifying and overcoming barriers to creativity, such as rigid hierarchies and fear of failure. We promote a culture of open communication and value diversity of thought. We are committed to listening to team feedback to drive innovation and measure our progress over time.

Cómo ejecutivo debes demostrar tu compromiso con la Creatividad y la Innovación a través de tu ejemplo y con acciones concretas. Compartir tu visión y apoyo a las iniciativas creativas, y sobre todo, estar abierto a nuevas ideas y enfoques es crucial para fomentar una cultura creativa interna.

Begin by conducting an honest evaluation of the current organizational culture. Identify barriers to creativity and innovation, such as rigid processes, fear of failure, or lack of diversity in thought.

Assess the organization's current culture honestly by evaluating factors such as leadership support for innovation, employee engagement levels, and existing processes for idea generation and implementation. Identify barriers to creativity, such as rigid hierarchies or fear of failure, and assess the willingness of stakeholders to embrace change. Use data-driven insights to inform strategies for fostering a culture of creativity and innovation.

There are two fundamental reasons for lack of creativity: 1. Hiring Wrong People: It is very difficult to make people think creatively when they are not interested or passionate about it, creativity is a natural talent like an art, you can not make/force people to be an artist! 2.Company Culture: The company culture does not incentivize & celebrate creativity, Plus it offers people better perks, recognition and growth for folks in non-creative/paper pushing or managerial roles. This demoralizes creative minds, they may not be able to unleash their full potential. Creative people are offbeat kind (sometimes), give them their personal space to make them fit in.

When we talk about innovation, we think of pioneering processes that have paved the way for new realities. Apple, Uber, AirBNB are examples of companies that have changed our reality in the last decade, all because they dared to be different, to do something they imagined and that really improved our lives. The process of change took place first and not without resistance, internally within these companies, employees or idealists pointed out the path to be followed, what they had in common was attention and dissatisfaction. If the corporation we work for isn't aware of this, we should be. The innovation process is disruptive, but it's not linear, whether in production or management, it has to start with someone, and that could be you!

Comunique-a consistentemente em todos os níveis da organização, alinhando-a aos objetivos empresariais. Essa visão compartilhada orienta os esforços da equipe, colhe feedbacks e mantem todos motivados e alinhados com os valores da empresa.

Technological change and industry disruption seem to be accelerating. And digital information networks are linking individuals, organizations, and nations as never before. In my experience, innovative cultures start with a philosophy and a tone one analogous to the classic parenting advice that children need both “roots and wings.” Secondly, we can reinforce the cultural benefits of innovation parenting by opening up organizational space to allow innovators to bypass barriers and hierarchies that often sap creativity. Thirdly, encourage the unreasonable, out of box maverick Finally, Hire the best and fast.

Establecer claramente el propósito del cambio, comunicar las ventajas pero también las consecuencias y las dificultades para llevarlo adelante, es un requisito que quienes lideran la organización deben saber comunicar con pasión y claridad. El éxito de un cambio hacia una oganización fuertemente innovadora, no se resuelve sólo con la aceptación formal de la visión por parte de los gerentes y empleados. Se requieren de una "alianza" de aquellas personas más activas y comprometidas con el cambio cultural, junto a las herramientas (sistemas, metodologías, etc.) que permitan implementarlo, enmarcados en el propósito o la visión que se propone alcanzar.

In our organization, we recognize the pivotal role of establishing a clear vision for innovation. This vision must articulate the significance of creativity and how it aligns with the company's objectives. By consistently communicating this vision and ensuring its comprehension and shared ownership across all levels, we create a unified direction that guides our team's innovation efforts. This shared vision becomes the compass that keeps everyone aligned and motivated to contribute creatively. We understand that innovation isn't just a buzzword but a core principle driving our organizational evolution and competitive edge in a rapidly changing landscape.

Establish a clear and inspiring vision that emphasizes the value of creativity and innovation. Communicate this vision throughout the organization to align everyone towards common goals.

Assess the organization's current vision and its alignment with fostering creativity and innovation. Evaluate if the existing vision encourages risk-taking, experimentation, and the pursuit of novel ideas. Identify opportunities to redefine the vision to emphasize innovation as a core value. Engage stakeholders in collaborative discussions to co-create a compelling vision that inspires creativity and drives organizational growth in new directions.

In my experience, fostering innovation and setting a vision includes: 1 Assess the current state and barriers 2 Define the desired culture envisioning a culture of openness, collaboration and risk-taking. 3 Establish measurable goals aligned with the vision. 4 Clearly articulate the vision and its importance to all employees. 5 Allocate resources and create supportive environments for creativity. 6 Reward and Recognize: Incentivize and celebrate creative thinking and innovation. 7 Encourage learning by fostering a culture of continuous learning and improvement. 8 Promote Responsible Risk-Taking: Encourage calculated risks and learning from failures - this is how innovation grows imo. 9 Monitor and adapt.

If an organization lacks a culture of creativity and innovation, it's essential to take proactive steps to cultivate such an environment. Firstly, leadership must prioritize and champion innovation, emphasizing its importance throughout the organization. Encourage risk-taking and experimentation by rewarding innovative ideas and initiatives, even if they don't always succeed. Implement structures and processes that support creativity, such as designated brainstorming sessions, cross-functional collaboration, and dedicated time for innovation projects. Foster a culture of psychological safety where employees feel empowered to voice their ideas and opinions without fear of judgment.

Empowering teams to lead and contribute. Creating a safe environment to fail and solving problems. Encouraging learning growth and risk taking will increase idea generation and experiments.

Conventional wisdom holds that organizations die of starvation from a shortage of good ideas and projects. In reality, they are much more likely to die of indigestion. So it is important to empower the team for it to succeed.

En espacios donde no nos sentimos seguros y con confianza es muy difícil que podamos innovar y sentir la tranquilidad de proponer algo nuevo. Los líderes en este sentido tienen un rol fundamental, asegurando momentos, tiempo y condiciones para explorar nuevas soluciones y dar lugar al error, no como un valor en sí mismo si no como una condición necesaria para el aprendizaje. Si no fallamos es un indicador de que no probamos lo suficiente.

Give teams the autonomy to explore new ideas. Provide resources and support, but allow them the freedom to experiment and take calculated risks.

Assess the current state of team empowerment by evaluating factors such as decision-making authority, autonomy, and access to resources. Identify areas where teams lack empowerment, such as rigid hierarchies or micromanagement practices. Implement measures to delegate authority, provide resources, and encourage autonomy, fostering a culture where teams feel empowered to innovate and take ownership of their work.

Besides empowering team, I would add that we need to create a culture of curiocity and self disrruption. Also its worth mentioning that this can happen only when the team is super inclusive, appreciates diverse point of views, rewards questioning, and celebrates learning from failures.

Ofereça autonomia para explorar novas ideias e assumir riscos calculados. Transforme a percepção do fracasso como oportunidade de aprendizado. Fornecer recursos e treinamentos incentiva a experimentação e o desenvolvimento de habilidades. Uma equipe confiante está mais apta a solucionar problemas de forma criativa e pensar fora da caixa.

Empowerment is paramount in fostering innovation. Granting autonomy to our teams to explore new ideas and take calculated risks without fear of repercussions is crucial. This entails rethinking how failure is perceived; treating it as a learning opportunity rather than a setback. Providing resources and training that encourage experimentation and the development of new skills is essential. When our team feels supported and trusted, they are more likely to engage in creatively solving problems and thinking outside the box. Embracing a culture of empowerment not only fuels innovation but also cultivates a dynamic and resilient workforce ready to adapt to any challenge.

La experiencia me demostró que si bien la creatividad puede iniciar en uno, la innovación requiere del desarrollo en equipo. Y, para ello, es muy importante que las personas sientan que se mueven en un entorno donde pueden probar, experimentar, sin tener consecuencias frente a los errores que con seguridad van a surgir. Empoderar, y premiar, al equipo para que este entorno se forme resulta fundamental para incorporar una cultura de innovación a la compañía. Esto implica trabajar sobre los hábitos y las metodologías. Es muy importante darle prioridad a los tiempos y a las tareas relacionadas con actividades de innovación. Que sean proyectos concretos y con compromisos reales de delivery.

Embrace a mindset of continuous learning and improvement. Encourage employees to explore new ideas, acquire new skills, and learn from both successes and failures. For this, you need to cultivate an environment where employees feel empowered to take risks and pursue bold ideas, while also providing a safety net for responsible experimentation.

One of the most important collaboration is with early stage startups and their smart founders. Prepare a list of some core business or operational challenges that the company is facing. Then invite startups from related fields to brainstorm in a joint workshop with key company stakeholders. The best case outcome will be innovative solutions from the startups that fit your problem. Even if it doesn't, you will be surprised to get diverse perspectives on how to overcome your pain points. And in return the startups will either get a customer or go back with new use cases for them to incorporate in their product. A win win for all - provided the participants engage with an open and non prejudiced mindset!

Relationships that extend beyond the boundaries of the organization are invaluable to acquiring and distributing knowledge. I’m fortunate that the contacts I’ve built through a career on the front lines of research have made it possible for me to stay in touch with a diverse array of large companies, start-ups, venture capitalists, national labs, and universities. I gain a lot from exposure to these innovators and I guess they too gain something from stakeholder engagement.

Innovation thrives when different minds come together. As a leader, you need to break down silos and create opportunities for your people to collaborate across teams and roles. Set up regular sessions where employees from different departments can share perspectives and brainstorm new concepts together. Run innovation workshops that mix disciplines like engineering, marketing, and operations. Even casual meetups or lunch-and-learns expose people to fresh ways of thinking. The magic happens when you mash up diverse expertise, experiences, and backgrounds. The developer's technical skill combines with the designer's creativity and the accountant's financial savvy. Unique viewpoints bounce off each other, sparking ideas individuals miss.

Como lo mencionamos en otro apartado, la innovación demanda conocimientos. Estos pueden ser internos a la empresa o externos; prácticos o explícitos. La circulación del este conocimiento se debe estimular mediante procesos ágiles de gestión. Compartir, discutir, transformar o descartar parte de esos conocimientos también requieren de una gestión colaborativa que cruce a personas con diferente formación, experiencia, funciones y cultura de origen.

Crie espaços e oportunidades para equipes compartilharem ideias, como sessões de brainstorming e workshops de inovação. Incentive perspectivas diversas, pois a colaboração entre indivíduos com diferentes conhecimentos e origens leva a soluções mais criativas e abrangentes.

🌎🙏 "Neglecting the next big thing while focusing solely on milking current products is a common issue in large and successful organizations. 3M stands out for its practice of requiring executives to deliver results from at least 20% new ideas. #Innovation #BusinessStrategy"

Colocar tempo na agenda para inovar individual e coletivamente é fator de sucesso nas empresas. Temos que aprender a fazer agenda estratégica para inovação, desta forma a tornamos um processo e parte da cultura que queremos criar. Pode-se começar com uma hora individualmente nas sextas por exemplo (dias criativos), assim como reuniões de time (um conselho estratégico usado por empresas que vem a inovação como core habilidade, valor e princípio é colocar innovation sprints quando se trabalha com agilidade).

A colaboração permite que novas ideias sejam indicadas e vistas conjuntamente, norteando o passo a passo de cada etapa de melhorias e entregas.

Collaboration is the lifeblood of innovation. Create spaces and opportunities for cross-functional teams to come together and share ideas. This can be through regular brainstorming sessions, innovation workshops, or informal meetings. Encourage diverse perspectives, including individuals from different departments and backgrounds. When people with varied knowledge and viewpoints collaborate, it leads to more comprehensive and creative solutions. Embracing collaboration not only enhances innovation but also fosters a culture of inclusivity and collective ownership of success.

En mi experiencia la falta de cultura creativa e innovadora provienen de la falta de líderes con coraje para transformar el mindset de su equipo para transitar caminos nuevos, arriesgados, donde el error es una posibilidad para aprender, iterar, crear y avanzar. Lo que importa es el foco en el proceso y no en los resultados. Los premios e incentivos al resultado no garantizan una cultura creativa e innovadora, al contrario pueden crear ambientes competitivos y sin valor agregado mas que lograr un objetivo como sea. Estos logros suelen ser en equipo y su reconocimiento debe impactar y traccionar a todo el conjunto de personas. Ahí es donde se gestan las semillas de la innovación genuina y con resultados tangibles.

Acknowledge and reward creative efforts and innovative solutions. Recognition can be a powerful motivator and can encourage others to contribute their ideas.

Além de incentivos financeiros, reconhecimento público e oportunidades de crescimento profissional são motivadores eficazes. Celebre os sucessos e valorize o processo, incluindo o aprendizado dos empreendimentos menos bem-sucedidos. Esse reconhecimento reforça uma cultura de inovação e estimula contribuições criativas contínuas.

Assess the organization's current practices for recognizing efforts by evaluating existing reward systems, feedback mechanisms, and appreciation culture. Identify gaps where efforts may go unnoticed or underappreciated. Implement strategies to recognize and celebrate innovative contributions, such as employee recognition programs, peer-to-peer commendations, and public acknowledgment of achievements. Encourage leaders to regularly express gratitude and praise for innovative efforts to foster a culture of appreciation and motivation.

Use as habilidades dos outros a seu favor. Nunca faça o que terceiros podem fazer por você. Se você é capaz de forçar os outros a agir, isso significa que você está no controle.

Introduza pequenas alterações gerenciáveis ao longo do tempo, reduzindo a resistência à mudança. Monitore o progresso e esteja pronto para ajustar suas estratégias com base no aprendizado. Fomentar uma cultura de criatividade e inovação é um processo contínuo e evolutivo.

Adopt an iterative approach to implementation. Test out ideas on a small scale, learn from the outcomes, and refine the process before scaling up.

Assess the organization's current approach to implementing projects iteratively by evaluating project management methodologies, feedback loops, and adaptability to change. Identify areas where iterative approaches are lacking, such as rigid project plans or resistance to course corrections. Implement iterative practices, such as Agile or Lean methodologies, to break projects into manageable iterations, gather feedback from stakeholders, and continuously improve processes and outcomes. Encourage a culture of experimentation, learning from failures, and adapting strategies based on real-time feedback to drive innovation and efficiency.

Just as a seed naturally germinates when the environment is conducive, innovation can thrive within any organization when the conditions are right. Here's how to foster this environment: Begin by prioritizing purpose. Ensure that everyone in the organization comprehends the true impact of their work on customers. Share your passion and intent; encourage the sharing of ideas. Demonstrate a genuine welcome for ideas, openly discussing their merits, and selecting those with the most significant impact. Once chosen, fully support the selected ideas by removing obstacles, aiding their implementation, and showcasing their impact. Cultivate a culture where anyone can propose impactful ideas at any time, fostering a continuous cycle of innovation.

Fostering a collaborative culture of open communication within the teams to stimulate innovative thinking between team members. Encouraging the sharing of diverse perspectives. And leading by example of recognizing innovative efforts, demonstrating a commitment to creativity and collaboration while ensuring execution is on time, within the targeted quality, and budget.

Be the change you want to see in your company's innovation. If you get push-back from your chain of command or peers are suggesting you're stepping out of line, maybe it's time to consider working somewhere else.

Clear guidelines and protocols for decision-making processes, data sharing, authorship attribution, and other relevant aspects of the project. Having established rules can prevent conflicts from arising Focus: Keep the focus on the scientific goals and objectives of the project rather than personal opinions or conflicts. Remind team members of the common purpose they are working towards Encourage a spirit of compromise and collaboration to find mutually acceptable solutions to conflicts. Brainstorming and exploring different Keep detailed records of discussions, decisions, and agreements reached during conflict resolution processes. This documentation can help prevent misunderstandings and serve as a reference in the future

Je pense qu'il faut ajouter une étape importante qui favorise la créativité et l'innovation. C'est l'optimisation des connaissances. L'objectif est de répertorier tous les savoirs de l'entreprise afin de faire un point sur les axes à développer. Cela permet notamment d'avoir un meilleur management des savoirs de l'entreprise et favorise l'innovation et la créativité au sein des équipes. Ainsi de nouvelles idées naîtront.

Continuously learn from both successes and failures. Promote a growth mindset where learning is valued over perfection. Also, consider external partnerships to bring in fresh ideas and perspectives.

According to my experience in cultural change, it is essential that we work on the culture of innovation from top to bottom, with effective and permanent communication for each group.Events aimed at innovation and celebrating achievements, that go beyond the ordinary, are important for motivating those who already have an innovative profile. Co-creating with diverse teams working collaboratively, iterating along the way, adjusting the route quickly and having clear success metrics are important steps for the change to be adjusted, lasting and gaining strength. Using survey engines also helps, listening to employees is essential, so the company can really know if the culture of experimenting, failing fast, being bold, is accepted by leaders.