HOW TO BE AN INNOVATOR

Andrew Carnegie

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What do we mean by innovation

• Innovation is about bringing ideas

to life that result in new and/or

improved processes or outcomes.

• New ideas or new ways of doing

things that work, are useful and

create value……….

• Involves changing our thinking and

way of doing something.

• Change can be difficult – even

when it is necessary.

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That it will ever come into general use notwithstanding

its value is extremely doubtful; because its beneficial

application requires much time and gives a good bit of

trouble both to the patient and the practitioner; because

its hue and character are foreign, and opposed to all our

habits and associations.

London Times, 1834

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How to create a culture of innovation

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Creating a Culture of Innovation (and Growth)

1. Building effective Leadership

2. Unleashing people potential

3. Rewiring change

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Building effective leadership

Establishing a culture that supports innovation at every

level of the organisation

• Setting role expectations

• Encouragement of problem

solving behaviours

• Psychological safety

• Openness to new ideas

• Outward facing

• Access to resources

• Processes enabling

participation

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Authentic leadership

Carnegie & Hirst,2013

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Unleashing people potential

• Innovation requires ideas, ideas come from people

and people can be described in terms of their

knowledge, skills and personal qualities.

• Skills and knowledge are important, but so too are

cooperation, trust, positive mood, engagement and

motivation.

• Organisations need to find ways to enable their

employees to do and be their best.

• Happier employees are more productive and more

innovative.

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Build positivity

• Broaden and Build

theory

• Strengths

• P/N Ratio

• broader behavioural repertoires

• greater flexibility and resilience to adversity

• more social resources

• Increased innovation and creativity

• optimal functioning

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Rewiring change

• Innovation inherently requires some level of change.

• Innovation has become one of the most critical

priorities for organisational success.

• The inner conformist is stronger than the inner

activist.

• Employee resistance to change is a primary obstacle

for effective organisational change processes and

programs.

• See change as an opportunity.

• Engaging employers hearts and mind in change.

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Appreciative Inquiry - The path to positive

change

Appreciative Inquiry 4D model

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Community health in crisis

Change the focus

1. Strain water before drinking into clean vessels.

2. If your neighbour has been infected, tell the community.

3. Keep the infected person away from contaminating the water supply.

Incidence of Guinea worm has been reduced by more than 99%.

Guinea worm

• Parasitic infection

• 3 foot long worms

• Get by drinking contaminated drinking

water

• Infects 3.5 million people a year in 20

countries in Africa and Asia

• No vaccine and no treatment

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A Culture without Innovation

Do any of

these sound

all too

familiar?

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A culture of innovation

• Understand where you are at and where you want to be.

• Build a supportive and postive culture.

• Make it ok and safe to be curious and challenge the status quo.

• Set a vision.

• Set expectations.

• Facilitate networking, communities of practice & networks of trust.

• Develop organisational capacity to facilitate and manage innovation.

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