Continuing with my previous article, an important aspect of creating an innovation strategy is that much of what is important needs to be done BEFORE you create the strategy. You need data to help guide innovation strategy decisions. This and the next few articles will answer the question, “How ready is my company for innovation?”
Over the next few articles, we will review three major areas to help assess the current state of ‘innovation readiness’ in your organization:
This article is dedicated to understanding how to access the innovation readiness of your employees and leaders.
Why start with assessing your people? “I’ll stay with the devil I know” is a common phrase of people who are scared of change. These people will fight to keep things as they are, especially if they have built a fiefdom. Even Wired recognized “When politics gets in the way of innovation”.
There two main purposes behind assessing leaders and employees for innovation readiness are:
Let’s focus on what data should be gathered. Our methodology lists these under “Personal and Interpersonal Assessments".
In the next article, we’ll review the different types of assessments:
Upon reviewing the results, Senior Management. can decide how much resources (e.g. budget) should be allocated to: