How can you create a framework for innovation?

Having the right framework and ecosystem are the two key enablers for the innovation. Should include open minded to new ideas, business models, risk assessment and supported by leadership, dedicated teams. Timelines aligned to long term goals and not stretching on short term results.

So fostering innovation, starts by setting a clear goal. For instance, if you're in tech, your goal might be to develop a user-friendly app that solves a common problem. Communicate this vision clearly to your team. Encourage them to think of ways to achieve this, like brainstorming sessions or incentive programs for creative ideas. Bearing in mind that innovation isn't just about having ideas, but also about putting them into action effectively. By focusing on a specific goal, everyone understands their role in the innovation process, making it easier to contribute valuable ideas and solutions.

Absolutely echoing Andy’s comments. The army taught us to take a ‘condor’ moment. Step back, appraise the situation and formulate a plan. There is a balance to be found though between overplanning and getting on with the job. What are the key effects you want to produce. What elements of your strategy, whilst nice to have, aren’t necessary for initial implementation? Literally everything you do can be improved. It makes sense to do this through a number of development cycles, each one building on earlier good work and feedback from key stakeholders.

I opine that the first step towards building innovation vision would be to promote such ecosystem. People should be given ample opportunities to showcase their ideas and help them transform those ideas into workable solutions.

When you see an opportunity it’s tempting to dive straight in and make a start “solving” the issue. But pausing, reflecting and making time to think about the challenge at the beginning is critical to success. What is the issue that you want to solve? Why is it important? What is driving the need to be change or be innovative? Set out clearly at the beginning the why, what and how and then build your plan, actions and timeline.

La innovación no solo es tener buenas ocurrencias, es un proceso de cambio, y como toda salida del status quo, es un proceso doloroso para cualquier área o compañía, pues implica tiempo, esfuerzo y muchos recursos que no tendrán un retorno de inversión inmediato. Por lo que es necesario preguntarse qué buscamos con ese cambio, qué queremos resolver, y enamorarnos del problema y no de la solución.

In my view, creating a framework for innovation requires intentional leadership. Start by encouraging a culture where diverse ideas are not only welcomed but actively sought. Foster an environment that values experimentation and accepts failure as part of the learning process. Personally, I've found that dedicating time specifically for brainstorming and ideation sessions nurtures creativity. Establish clear objectives and provide resources, empowering team members to explore and implement their innovative concepts. Regularly revisit and refine the framework based on evolving challenges and industry trends. This personal perspective underscores the importance of leadership in cultivating an innovation-driven culture within the organization.

Start by clearly articulating what innovation means for your organization. This involves understanding what you aim to achieve through innovation - be it disrupting the market, improving existing products, or exploring new opportunities. Ensure that this vision aligns with your overall business strategy.

Uno de los desafíos para innovar en una organización es la brecha de comunicación y de alineación de objetivos entre diferentes áreas de la compañía. Se visualiza a las áreas de R&D o de innovación como un laboratorio de ideas separado de la organización, generando números rojos e incomodidad en las finanzas. En lugar de esto, conviene alinear al equipo de innnovación con las áreas comerciales (mkt y ventas) pues ellos conocen al mercado; con las áreas financieras, con las áreas de compras, calidad y manufactura, pues ellos conocen la factibilidad de la implementación. Mantener aislado al equipo de innovación solo generará ocurrencias e inventos que no llegarán a ser innovación.

- Examine if your organization has a clear innovation strategy that aligns with its overall business goals. Check if this strategy is understood and embraced across all levels of the organization. - Assess the role of leadership in fostering an innovation-friendly culture. - Evaluate the processes and structures in place for managing innovation. This includes how ideas are generated, selected, developed, and implemented. - Look at how resources are allocated for innovation activities. This includes financial resources, time, and personnel. - Evaluate the technology and tools available for supporting innovation. This includes IT infrastructure, data analytics capabilities, and any specific technologies crucial to your innovation efforts.

Well assessing one's innovation capabilities is one of the most important and typical steps in the effective implementation of innovation process. This can be done while following below steps: - To check whether the idea is workable or not - To check whether the business is sustainable or not - To check whether this idea solves any problem in a best possible way or not

Determine what the company is trying to achieve with the innovation in alignment to it's goals. The next step should be to analyze your innovation types (Business Model Innovation ,Network Innovation,Structural Innovation,Process Innovation Product Performance Innovation,Product System Innovation,Service Innovation,Channel Innovation Brand Innovation &Customer Engagement Innovation). Establish and understand your means of innovation. The next stage is to check or build systems and processes that will enable the innovation process to flow smoothly. Develop the capacity for successful delivery and Finally, celebrate successes.

This process if implemented well can get your innovation journey going. Below steps can be followed to ensure your innovation process is designed well: - To check the viability of the idea and proceed further with a plan in hand - To know the pros and cons of transforming the idea into a workable solution - To ensure that the right team is selected for the process and with proper staffing done

Dentro de la caja de herramientas para diseñar innovación existen algunas que son fundamentales. 1. La herramienta por excelencia es el Design Thinking, que no es muy diferente al Método Científico, salvo que en el DT nos centramos más en resolver un problema a un usuario. 2. Descripción del Buyer/User Persona 3. Herramienta de Jobs to be done, haciendo perfil del cliente e identificando el problema a resolver. 4. Herramienta del mapa de valor 5. Business Model Canva para desarrollar un modelo de negocio que permita validar hipótesis en procesos iterativos. 6. Design sprint. 7. Y el que nunca está de más y es valiosísimo, Los 6 sombreros para pensar.

Desde mi punto de vista, un equipo de innovación requiere la colaboración de al menos las siguientes funciones, habilidades o profesionales: 1. Líder o gestor para toma de decisiones y llevar la dirección de acuerdo con los objetivos. Debe tener al menos conocimiento técnico, operativo y comercial. 2. Especialistas técnicos: ingenieros, software, hardware, diseñadores industriales, gráficos, científicos, comunicadores, antropólogos sociales, mecatrónicos... etc. 3. Involucrar al área comercial: MKT, ventas, business inteligence 4. Involucrar a compras, calidad, manufactura. 5. Involucrar a finanzas. No olvidar a nadie, para que el proyecto sea factible.

"Culture eats innovation for breakfast" - or what did Drucker say? ;-) My experience says, that culture is EVERYTHING! It is the make-or-break criteria. But the question remains: How to shape a culture? I saw many programs to create a culture - mostly working so-so. Actions are shaping culture and for innovation that means that there needs to be a frame that allows for innovation. And every level (from CEO to the lab professional) is acting accordinggly. This includes: - Put innovation into strategy and execute on it - Allow freedom to try something out - Promote good practices - Praise the courage of those who failed and praise them a year later again, so that everyone sees, that failure is allowed and the learning is praised - ...

Organisations need to create a space where there is element of flexibility and openness as long as knowledge and knowledge sharing is concern which are drivers of untainted creativity and innovative thinking.

To nurture an innovative culture, prioritize continuous learning and sincere introspection, fostering adaptability. Establish an inclusive atmosphere for well-informed decision-making, valuing diverse perspectives. Build a versatile strategic framework, embracing a forward-looking approach and a culture of experimentation. Celebrate calculated risks as pathways to innovation. Instill unwavering dedication to core values, creating a dynamic environment seeking growth amidst change. This cultivates resilience, responsiveness, and a shared commitment to progress.

At our organization, we regularly launch campaigns that invite employees to share their innovative ideas that can help the organization grow, solve problems using minimal resources, and provide maximum efficiency that adds value to our customers. However, the key outcome of these campaigns is not just to select ideas for implementation, but also to encourage a culture of innovation. The campaign becomes a topic of conversation at lunch tables, which leads to a shift in the mindset and thinking of our employees towards innovation. This shift in the mindset helps us to build a stronger innovative culture where everyone is encouraged to think outside the box and contribute towards the growth of the organization.

Set a clear vision and measurable goals aligned with organizational objectives. Establish structured processes, cultivate a risk-taking culture, and communicate transparently. Provide training, recognize contributions, and implement robust feedback mechanisms. Measure success with key performance indicators, iterate based on feedback, and remain adaptable to changing environments.

Innovation is often confused with invention. I think this article is written in the context of new product innovation or coming up with bold new ideas e.g. iPhone. That's great for sure but process innovation opportunities are all around us, and don't require a sophisticated framework or a dedicated team. What we need is a culture that encourages removal of inefficiencies and curious minds who are eager to fix things in daily work. As leaders, the best thing we can do for our teams is to convert anger into action, and frustration into a pipeline for innovation.

In addition, it's crucial to establish a feedback loop within your innovation framework. Regularly solicit input from employees at all levels, encourage open communication, and adapt your approach based on lessons learned. Embrace a mindset of continuous improvement, allowing your framework to evolve in response to changing market dynamics and emerging opportunities. Foster a culture that values agility and embraces change, empowering your team to pivot and innovate swiftly. By integrating this adaptive element, your innovation framework becomes a dynamic and resilient system, better equipped to navigate the complexities of a rapidly evolving business landscape.