CULTIVATING INNOVATION: How to design a winning culture
af Angie Suarez
1. VALUES
1.1. Company's BELIEF SYSTEM
2. DECISION MAKING
3. IDENTITY AND STRATEGY
3.1. Has to be STABLE and yet open to CONSTANT CHANGE
3.1.1. FOCUSED on success factors and DIVERSE in opportunity exploration
3.1.2. CONSERVATIVE in best-practices and WILLING to take risks
3.1.3. CONTROLLING innovation investment and TRUSTING employees to create
4. LEVERS
5. ROLE OF SENIOR MANAGMENT
5.1. Demand the organization to go BEYOND ITS LIMITS
5.2. VISION to give direction
5.3. LEADERSHIP
5.3.1. Commitment
5.3.2. Example
5.3.3. Clear sense of command
5.4. Outline the "RULES OF PLAY"
6. CONSERVATIVE AND RISK-TAKER
7. PEOPLE AND INNOVATION
7.1. Recruiting innovative people
7.2. Person's cultural background has a FUNDAMENTAL IMPACT on RESPONSIVENESS
8. Peace in creativity and value creation
9. ORGANIZATIONAL CULTURE
9.1. Systems and processes (network of social interactions
9.2. CULTURE- Unwritten rules, shared beliefs and mental models of people
9.2.1. Not static, Continually evolves
10. INNOVATION
10.1. More than a strategy, a WAY OF LIFE
10.2. The outcome of innovation is renewal and growth for the organization
10.3. Requires periods of STABILITY and CHANGE
11. Harnessing Creativity
12. ONGOING LIFE FOR THE COMPANY
12.1. Secures their FUTURE
12.2. Crucial element of survival
13. SUCCESS
13.1. Can be a RISK
13.1.1. COMPLACENCY
13.1.1.1. Become CONSERVATIVE to preserve CORE COMPETENCIES
13.1.2. DOGMA
13.1.2.1. Become RESISTANT to CHANGE
13.1.2.2. Comes from the firmly held cultural values