When Steve Jobs designed the Pixar campus he insisted on forcing people to ‘run into each other’ – helping them to have what he thought would be ‘the best meetings they would ever have.’
Every company should consider the ability of its environment to create moments of innovation serendipity…
1 minute overview of a 48-hour innovation leadership programme: http://bit.ly/ILU5FY
The ability to spark, lead and embed innovation is the No.1 skill-set that CEOs want from senior managers, according to IBM’s 2010 Global CEO survey.
On 27th June 2012, DPA is hosting a unique leadership development experience designed to equip senior managers with the mindset, skills and tools needed to lead a culture of sustainable innovation.
Drawing on our experience of running similar programmes for companies including Sony, eBay and Telefonica, we’ve created a powerful blend of masterclasses and hands-on experience inside some of the world’s hottest start-up companies. What’s more, delegates walk away with an innovation leadership toolkit worth £10,000.
If you’re looking for a gear-shifting career experience with some powerful organisational outcomes, read on… http://bit.ly/IapaB1
OK, so you’ve missed Amazon’s last shipping date for Christmas but if you’re still looking for something to read on your Kindle, here’s some food for thought: http://bit.ly/tQNyMw
One of the most powerful questions that I often ask emerging leaders is: What is the culture that you need to inherit five years from now? The next question is: So what can you do now to start shaping it?
As a recent Booz & Company survey showed, cultural factors are the biggest inhibitors to successful and sustainable innovation. And because the incumbent executives are often the authors of the current culture it can be hard for them to make meaningful changes to it.
Emerging leaders, on the other hand, are hungry, ambitious, fired-up initiators who are much more comfortable with change than their superiors.
Leadership teams that truly value innovation as a source of strategic advantage need to swallow hard and allow emerging talent to challenge ways of working that will inhibit tomorrow’s sources of value creation.
So what is the culture that your organization needs to inherit in five years, and what can you do now to shape it?
The one thing guaranteed to be on everyone’s Christmas list this year is more time…followed closely by more energy.
And a perceived lack of time is one of innovation’s biggest killers.
The sense of urgency created by today’s deadlines squashes the time, resources and focus needed to create value for tomorrow.
Business school 101 tells us that this is crazy and yet breaking free from the cycle isn’t easy.
So if your Christmas stocking doesn’t contain a tin of “spray-on time” this year, use the holiday season to take a step back and ask some big questions:
- How much time do you spend thinking about the future in a typical month?
- How much of your team’s activity creates value that is directly aligned to the strategy?
- What work could you ‘kill’ that doesn’t add strategic value?
- What new value could your team create with the time that this frees up? (Get as specific as possible. Financial estimates are great for creating momentum in the right direction)
One final question: Are you an ‘activity addict’?
If you don’t know, ask someone you trust. We can all find reasons to justify the things that we do every day but if we’re involved in activity for the sake of activity, our capacity to innovate will always be compromised.