innovators and intrapreneurs - talk in istanbul, turkey

www.15inno.com

15inno by Stefan Lindegaard at LinkedIn Groups

stefanlindegaard@me.com

Twitter: @lindegaard

Hey! Free books on 15inno.com!

Innovators and Intrapreneurs

Faster pace, shrinking window of opportunity, less time for cash cows

Open innovation, business model innovation is key for becoming competitively unpredictable!

We need a more holistic approach to innovation!

What is open innovation?

“…a philosophy or a mindset that they should embrace within their organization.

This mindset should enable their organization to work with external input to the innovation

process just as naturally as it does with internal input”

Open innovation as a term will disappear in 5-7 years!

Develop the right conditions and framework

Be competitively unpredictable

Change how we innovate

Free workbook on 15inno.com

Intrapreneurs and innovation culture!

No networking culture? No innovation culture!- future winners get communities to work!

Organizations must embrace experimentation – and the failures that come along with it!

Only a truly burning platform or fully aligned executives can change an innovation culture!

Grass-root: Big potential if supported properly!

Open up: Difficult, but the only way forward!

20% free time: You can’t copy this!

Top-down: Go from event to capability to culture!

Intrapreneurship is an overlooked tool:

“Intrapreneur: a person within a large corporation who takes direct responsibility for

turning an idea into a profitable finished product through assertive risk-taking and

innovation.”

American Heritage Dictionary, 1992

The Man on The Moon competition

• To identify and develop new ventures that creates significant growth and/or strategic advantages

• To spot and develop talent

• To change the culture and establish ”intrapreneurship” as a fourth career path

Discovery – Incubation – Acceleration: Have the right people at the right time!

“…an intrapreneur must have the ability to see and pursue possibilities by piecing together innovations across three or more business functions simultaneously.”

Paul Campbell, former VP, HP

Great paper online (e-mail me!)

A career path for trouble-makers?

“When someone tries to innovate within a traditional organization, few will understand what he/she is doing, but everybody will understand who is a trouble-maker.

 After the innovation has been embraced by the organization, few will remember who started it,

but everybody will remember who was a trouble-maker. 

This is the dilemma encountered by many intrapreneurs - they risk punishment for success.”

 David Nordfos, Stanford

You need a common language / under-standing to frame and work with the issues!

Every corporate culture is innovative! Find the pockets, build the foundation and perception

No networking culture? No innovation culture!- future winners get communities to work!

Networking efforts require direction, training and time. Most executives do not get this.

Organizations must embrace experimentation – and the failures that come along with it!

#1: What kind of failure are we talking about?

#2: Insights from a survey

#3: Impact on the corporate culture

#4: Q&A

Full recorded webinar: www.innocentive.com

System failure (collapse of communism)

Start-up failure (Pets.com going out of business)

Idea failure (Apple Navigator protype, no launch

Product failure (New Coke tanking)

Major firm failure (Enron going out of business)

System component failure (stock market crash)

Credit: Tim Kastelle

“Two types of failure:

- honorable failure is where an honest attempt at something new or different has been tried

unsuccessfully and

- incompetent failure where people fail for lack of effort or competence in standard operations.”

Credit: Paul Sloane

Developing a culture that is constructive about failure requires a new vocabulary.

Smartfailing

When an organization embraces smartfailing, it de-stigmatizes failure internally and uses failure

as an opportunity to learn and to find a better course.  

Full survey: http://www.15inno.com/2012/11/08/surveyresults/

There are no quick fixes because the top executives that got us into this mess are not

ready to lead us out of it!

Too much focus on products, technology

Silo rather than collaborative approaches

Poorly defined innovation strategy (if any)

Lack of resources in budget, people, infrastrucure

Unrealistic expectations on time, resources

Develop a better understanding of your situation

Reward behaviors, not outcomes if you want change

Develop processes (learn how to learn)

More transparency, communication, new terms?

Organizations must identify skills and mindset needed for a stronger innovation culture

They lack communication skills and efforts!

They lack the courage to speak up!

They do not innovate on the innovation process!

They do not develop their mindset and toolbox!

1) Intrapreneurial skills

2) Networking talent

3) Communication skills

4) Strategic influencing

5) Adaptive fast learner

6) Balanced optimism

7) Tolerance for uncertainty

8) Passion

It must be a key objective for corporate innovation teams to educate – up as well as down!

A CFO is wary about investing in the training and education of the employees.

He asks the CEO: ”What happens if we invest in developing our people and then they

leave the company?”

The CEO is a bright person and replies: ”What happens if we don’t and they stay?”

If you want to change a culture, you should reward behaviors as well as results!

TBX(O) – Sometimes middle-managers hinder innovation just by doing their job!

People first, processes next, then ideas!

Work the internal and external stakeholders - become better communicators on innovation!

Some exercises / discussion

Get in touch!

www.15inno.com

15inno by Stefan Lindegaard at LinkedIn Groups

stefanlindegaard@me.com

Twitter: @lindegaard

Hey! Free books on 15inno.com!

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Open innovation works!

Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley

Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley

Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley

Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley