| Services » Building Innovation Infrastructure |
|
|
| Ideas Infinites professionals assist corporations to develop a culture of innovation through recognition, rewards, communication and cultural change. |
| |
|
| Innovation Assessments |
| Creating an innovation capability is a new concept for many firms. Innovation impacts a number of organizational structures and cultural expectations.
Completing a guided self-assessment before your team embarks on an innovation initiative will help prioritize your efforts and indicate areas of opportunity or concern. |
|
| Our Assessments focus on |
- Alignment between innovation teams and corporate goals and strategies.
- Building consensus within the management team
- Establishing an idea to action process
- Defining roles and responsibilities for innovation
- and a number of other innovation capabilities and requirements
|
| Our Innovation Assessments prioritize your work and help make your innovation initiatives more effective and successful. An Innovation assessment can typically be completed in approximately one week. An assessment will help shed light on the challenges and opportunities for innovation success and will help set expectations about the effort and the chances for success. |
| |
|
| Developing a repeatable innovation process |
| We want you to innovate. To put your ideas into valuable action. To move from innovating by chance to innovating on purpose. To do that, we've defined an approach to improve innovation and idea management. Many firms are full of great ideas, but lack the key components of a repeatable successful innovative organization : |
- A culture that promotes and encourages innovation
- A defined innovation business process - the Concept to Cash process
- Teams that are trained in innovation tools and techniques
- Software solutions to capture and manage the ideas
- To innovate on purpose, we recommend the following five step process:
- Generate great ideas through brainstorming or other approaches.
- Capture all the great ideas in your business, regardless of the source.
- Evaluate the ideas based on a common framework.
- Develop rapid prototypes to final versions of your new product or service.
- Launch and sustain the new product or service.
|
| Like any methodology, there exists within a larger framework and context that includes people, processes, culture, and software applications. The shadow on our logo is there to remind all of us that those components are critical to the success of any organization desiring to innovate. Luckily for you, we believe in providing whole products and offer help in all these areas through our services and those of our partners |
| |
|
| Defining innovation roles and responsibilities |
| A sustainable innovation process requires a dedicated team to sponsor, generate, manage and evauate ideas. We work with your team to define the innovation processes and outline the roles that are necessary for innovation to succeed, and the responsibilities of those roles. Additionally, in larger firms with multiple innovation teams, we've established a "corporate innovation team" to ensure consistency, common processes and tools, and to explore the disruptive, white space ideas. You can learn more about this approach in our white paper entitled Innovation Locations. |
| |
|
| Innovation Team Development |
- Identifying the roles associated with an innovation process.
- Defining the responsibilities for those innovation roles
- Creating job descriptions and identifying candidates
- Identifying full-time and part-time roles
- Identifying training for the innovation team
|
| Developing a focused innovation team with defined roles and responsibilities in conjunction with a defined innovation process will improve your innovation capability and move ideas through the Concept to Cash process more quickly. |
| |
|
| Revising corporate culture, compensation and rewards |
| One of the most significant enablers or inhibitors for innovation is corporate culture. Many cultures have characteristics that embrace innovation. These organizations encourage change and seek new opportunities.On the other hand, most organizations have cultures that inhibit or block innovation, by focusing on operational excellence, reduction of risk and elimination of failure. These concepts are reinforced in the way people are evaluated and compensated. |
| |
| Innovation Culture |
| We work with our clients to ensure the corporate culture becomes an enabler for innovation, rather than a roadblock, by emphasizing compensation, evaluation, rewards and communication. |
- Evaluation : People commit their time and effort to what they enjoy, and what they are evaluated against. Too often organizations ask people to participate in innovative activities yet evaluate their efforts and work on existing evaluation metrics which don't reflect innovation.
- Compensation : Compensation is tightly tied to evaluation, so individuals often put their compensation and bonuses at risk to work on innovation projects.
- Communication : Given the risky and uncertain nature of innovation, it is important for senior executives to clearly and consistently communicate their goals for innovation, to demonstrate commitment and buy in from the executive ranks.
- Rewards : While it is important to reward and recognize the innovators in your organization, you must balance rewarding "ideas" versus rewarding participation and involvement. Often rewards don't have to be monetary to be attractive.
|
