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Innovation - what else? - Leadership Matters

Innovation - what else?

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Ironically, there is no hurdle in organizations to innovate, except the one created in leadership's mind. Just as leadership sets the tone for the organizational environment, it must create the open mindset and an error-accepting environment required for innovation, it all starts here. 

How often do you, your leadership and/or your extended team members ask this question: "Is there possibly another / better way of doing this?". It is a simple, yet empirically proven powerful question to put at the basis of your quest for innovation and creativity in your organization.


In my consulting work, leadership innovation is often discussed. Recently during an assignment, an executive voiced his concern that it would be devastating if all people in an organization would be innovative. The executive was persuaded innovation would lead to unmanageable chaos.

Leadership often will say that their organization "hires the best". However, I've often observed, once employees are "in", they are treated as the most irresponsible, untrustworthy beings on this planet. In many organizations, through a reflection of the way the organization and its leadership has been structured, employees cannot think on their own, they cannot be trusted with ideas, time and flexibility. After all, they are 'just' employees. Hence, the notion that many leaders have that innovation needs to be executed by a 'select few' and "cornered" and "controlled" by leadership. This will often suffocate the initial good willing, well-intended, smart and eager to contribute employees. After some attempts at innovation, the employee gives up. He/she knows that innovation is fully controlled, is just talk and after all is not really wished for by leadership in any meaningful way. 


Often there is an unspoken, or even a presented "we can't innovate now" attitude communicated throughout the organization. Let me put it this way, the consequence of not innovating is so costly that leaders cannot afford "not doing it" at any time, irrespective of the economic conditions. 

Instead leadership can show through behavior that it allows for people to take company time and resources to drive innovative behavior in the organization. For example;

- Measurement of the employee will be through continuous and transparent organizational feedback, not just through the annual performance review and goal setting process. 

- Leaders measure innovation by the amount of innovative behavior they see in the organization and through the innovative products they successfully launch serving their markets.  Intelligent employees, when given space and the desire from leadership to innovate, will do exactly that. Healthy human beings derive great satisfaction from being productive, being innovative, and through all of this have a measure of self-growth. Leaders are no different. 


In a market where the consumer's innovative appetite seems higher than ever, leaders correspond accordingly by taking appropriate risk and delivering innovative products and services. Leadership's actions in turn will lead to positive and tangible return on investment and healthy profits for the organization. Success as an innovative leader will be determined by the companies' success.


Best regards,

Johan


Copyrights 2009, All Rights Reserved, All Media Johan Reinhoudt

Johan Reinhoudt is President, CEO and Principal of Collaborative Primacy Life Sciences Consulting (CPLS Consulting). 

He is an experienced global executive and international business advisor, working principally with senior industry leaders on executive and business performance. Collaborative Primacy Life Sciences Consulting (CPLS Consulting) is a specialized Business Advisory Firm, with a Primary Focus on Executive and Business Performance. 

Our base rule of operations is to initially learn, listen, to gain a deep insight into our client's business. We quickly analyze complex organizational development and performance matters and translate them into workable solutions, in a concrete and diplomatic manner. We work against specific objectives with clearly determined outcomes, contributing to our client's specific business goals. As part of Collaborative Primacy leadership and people development are indispensable to a client's successful business development. 

Our approach is innovative, pragmatic intelligent and client-value driven. We are committed to customer satisfaction and a successful relationship through a partnership of equals. We deal with those issues, few consultants are willing to deal with and best of all we guarantee our work. Hence, when business leaders need professional assistance for challenges facing their enterprise, they call on us - a practical, collaborative, responsive and strategic partner. 

Please visit our website, or contact us at Tel.+1-443-420-1000, or via email: info@cplsconsulting.com to discuss how we can assist you, to improve your business performance and output.

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1 Comment

Dear Johan,

That's a good point.

Alexey

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This page contains a single entry by CPLS Consulting published on September 4, 2009 10:48 AM.

Leadership Matters was the previous entry in this blog.

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