INNOVATION = ideas SUCCESSFULLY applied

What is innovation? This is a question we hear often and the answer is often shrouded in myth and described as magic. It is more often than not describe in overly complicated terms, yet is by nature a simple concept.

The following definitions are a useful starting point.  The first is from the OECD (1994), an organization that includes both technical and organizational aspects in its definition – this is the definition reflected in the national frameworks.  Thus, innovation is defined as:

“any new products or processes and significant technological change in products and processes.  An innovation has been implemented if it has been introduced to the market (product innovation) or used within a production process (process innovation).  Innovations therefore involve a series of scientific, technological, organizational, financial and commercial activities.”

Richards (1985) defines innovation as the process through which new and valuable ideas are put into practice.   

The Oxford Handbook of Innovation Management (Dodgson, et. al. 2014) have a range of definitions, best described collectively as “Ideas, successfully applied”.

Innovation would appear a simple concept, and we make it unnecessarily complicated.

References: 

Mark Dodgson, David M. Gann, and Nelson Phillips (2014)  The Oxford Handbook of Innovation Management   Oxford: ISBN: 9780199694945

 OECD (1994), The Measurement of Scientific and Technological Activities (‘Frascati Manual’), OECD, Paris.

Rickards, T. (1985), Stimulating Innovation, Frances Printer, London.

Workplace factors affecting creativity

To help us understand how creativity can be promoted, it is useful to examine the factors in the workplace that affect creativity. 

The following classification of factors in the work environment which affect creativity is drawn from Amabile, Coni, Coon, Lazenby and Herron (1996):

Organisational Encouragement:

  • Encouragement of risk taking and of idea generation, a valuing of innovation from the highest to the lowest levels of management.
  • Fair, supportive evaluation of new ideas
  • Reward for and recognition of creativity
  • Collaborative idea flow across the organisation and participative management and decision making.

Supervisory Encouragement:

  • Goal clarity
  • Open interactions between supervisor and subordinates
  • Supervisory support of a team’s work and ideas
  • Lack of rigid formal management structures, conservatism and internal strife.

Work Group Encouragement:

  • Diversity in team members’ backgrounds
  • Mutual openness to ideas
  • Constructive challenging of ideas
  • Shared commitment to projects.

Autonomy:

  • Relatively high autonomy in the day-to-day conduct of the work.
  • Sense of ownership and control over their own work and their own ideas.
  • Perceived choice in how to go about accomplishing tasks.

Amabile, T.M.  Coni, R., Coon, H., Lazenby, J. and Herron, M. (1996), ‘Assessing the Work Environment for Creativity’, Academy of Management Journal, Vol 39 (5), pp. 1154-1184.

Promoting Creativity

Creativity is recognised as a cornerstone to ongoing, successful innovation. It doesn’t just happen.

How can a manager foster creativity?

Gleeson et.al. (1999) propose five principles for promoting creativity in R&D.  As they point out, these “are simple principles, indeed stunningly so, given the complexity of the creative process and of the institutional cultures within which R&D operates”.  The five principles are:

  • Goals:  Creativity is fostered by setting both creativity and productivity goals but not by prescribing R&D processes to attain them.
  • Bounded Freedom:  Creativity is affected by the psychic balance experienced by the researcher or field participant between what she/he seeks to achieve and what the organisation or group desires her/him to achieve.
  • Recognition:  Creativity is enhanced by reward and recognition, as long as it is experienced as an appreciative and/or informational event and not as a means to control or manipulate.
  • Social Interaction:  Appropriate peer and social interaction is an essential prerequisite to creativity.
  • Leadership:  The development and communication of insightful organisational visions and leadership help foster creativity.

Gleeson, T., Russell, G. and Woods, E. (1999), Creative Research Environments.  Rural Industries Research and Development Corporation: Canberra, Australia Report No. 99/128

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A Leader is a Dealer in Hope

In practical business terms, “empowering” others, means that today’s leaders like to delegate, to urge others to share the vision and get involved…..Even more important, you raise the individual level of aspiration; you strengthen self-confidence.  That’s what Napoleon was talking about when he observed that ” a leader is a dealer in hope”…..

Lloyd E Reuss, former President, General Motors, Detroit.