the dark side of innovation

The dark side of

Everybody talks about theshiny/bright potential ofinnovation and forget thatwe are leading with…

Most key executives have anaspiration that is mostlyan individual one.

To achieve our KPIs our career goalMarketing campaign

Integration of CustomersAlignment of StakeholdersEfficiency ImprovementsNew value generation

Business models…

We can innovatefor many reasons:

Before westart we…

…have to know what we want to do and why. The process should not initiate by defining a platform or methodology. It is important to discuss as openly as possible what the organization wants to achieve. It

has to be aligned, internally. It is another story how it is sold to the customers, clients and partners.

If not…

The whole innovation team will suffer. They will be lost and could create their own purpose. This own

created identity conflict especially when they have to return to their day-by-day work cycle. Therefore don’t

be surprised if they choose to leave your organizations some month later. It`s a natural

behavior.

It is a myth…

…that we have to mobilize the whole organization. Everybody has to innovate, create new ideas and

share openly what they know. For some organizations it works but for the most it doesn’t.

to be top innovative?

Not everybody is creative

or innovative at work. Ask yourself: Is everybody

strategic? Operational?If not, why everybody has

innovation teams.

We don’t have tomobilize all employees,but yes create a process that helps to decide if theywould like to work in the

Let`s talks about thepsychological cost ofinnovation!

In the end the employee

Unclear career and hierarchical positionSuper exposure (risk)

Intangible KPI`sNo promise of return

ExperimentationOut of the normal bonus schemes

Political distressMerging of hobby and work interests

…

has to lead with…

We can create

…an innovation identification process , that helps to decide who will join up in the innovation teams? Is has not to be marketing, sales or traditional R&D

that fits this role descriptions. It could be everyone!And yes it is a team, hardly the whole organization.

a process…

Have you ever thought how you will lead with let’s say 10,000 ideas. Departmental managers are already working on their limits. How will they find time and

resources to implement more X ideas and lead projects? What impact will it have if you give a

negative feedback to 9,900 employees regarding their ideas?

We have to collectall ideas, really?

Insights are neutral. And you can apply them or not. Let the innovation team use them, combine them in

new ideas and create something new. Innovation needs convergence. Without it we live in chaos;

motivated yes, but lost.

Do not collect ideas,collect insights!

…innovation process already developed, that fits your context. Different parts from different methodology will more likely generate the right value. It depends on your organizational

context which elements apply. It could be TRIZ + OPEN INNOVATION + INTERNAL COCREATION or something else.

Experiment different processes in a risk limited environment. Reflect critically what fits best for your organization.

There exists nosingle…

There exists no unique formula for

innovation.Anderson Penha

Be happy if 10% of the final idea gets

implemented.

…because during their intensive connection with the ideas it is hard for them to let go, or even to reduce the idea to a MVP (minimal viable product). Handing over the process can help to reduce team frustration. Ideas are great but to turn it into reality often needs a

stronger contextualization and reduction of complexity.

Separate innovatorsfrom implementers…

Don`t be depressed.

Innovation has also its

bright sides!

Daniel [email protected]

@daniel_egger

danielegger.tumblr.com

www.foltigo.com

Anderson [email protected]

www.foltigo.com