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![“Nearly three-quarters of executives
say [Innovation] is a top-three priority
for their organizations…”
Source: BCG, Global Innovation Survey 2017](https://image.slidesharecdn.com/bpsintrapreneurshipsraetzer-181129145956/85/BPS_-Intrapreneurship-_S-Raetzer-2-320.jpg)
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BPS_"Intrapreneurship"_S.Raetzer
The document discusses the importance of shifting from 'idea-centric' to 'people-centric' innovation in corporate entrepreneurship, emphasizing that nearly three-quarters of executives prioritize innovation but only 20% feel advantaged. It highlights the need to align individual intrinsic motivators with corporate goals to unlock untapped innovation potential and improve project implementation success rates. The proposed approach includes activation training and focusing on engagement, experience, and ethos to foster a more innovative and satisfied workforce.
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- 1. People-Centric Innovation Moving beyondprocess and goals in corporate entrepreneurship Corporate Start-Up Summit 2018, Zürich Steffen RAETZER / steffen@innovating.work/ www.innovating.work / +41-78-9119972
- 2. “Nearly three-quarters ofexecutives say [Innovation] is a top-three priority for their organizations…” Source: BCG, Global Innovation Survey 2017
- 3. “…yet, only 20%believe they are advantaged.” Source: BCG, Global Innovation Survey 2017
- 4.
- 5. Today’s ‘idea-centric’ innovation doesnot deliver needed results © 2018 Steffen Raetzer
- 6. Today’s ‘idea-centric’ innovation doesnot deliver needed results © 2018 Steffen Raetzer
- 9.
- 11. What happens tothe other nine? © 2018 Steffen Raetzer
- 12. What happens tothe other nine? © 2018 Steffen Raetzer
- 13. What happens tothe other nine? © 2018 Steffen Raetzer
- 14. Picture with handsin circle Solution lies in how we treat the people behind the innovative ideas. © 2018 Steffen Raetzer
- 15. © 2018 SteffenRaetzer
- 16. The Paradigms ofInnovation MYSTIC PROCES S GOAL VALUESPOWER VISION Influence Execution Creation © 2018 Steffen Raetzer
- 17. 0 5 10 15 20 25 30 35 40 45 50 Mystic Power ProcessGoal Values Vision Occurence(%) Paradigms of Innovation Profile Individual (Current) Corporate (Current) Untapped Innovative Potential © 2018 Steffen Raetzer
- 18. Q: What ismost important to you? Personal Fullfilment 50% Positive Impact 17% Goal 14% Other 20% Intrinsic motivation considered most important by 67% © 2018 Steffen Raetzer
- 19. Process Questionnaire • Identifies innovation paradigmof organisation and individual employee. • Result measures untapped innovation potential in the organisations. Activation Training • identify and activate individual, intrinsic motivators, • link them to corporate values and goals, • teach tools and methodologies to create, test and prototype. Idea Generation Idea generation and implementation in alignment with the organisations objectives AND the employee’s intrinsic motivators. • Ideation, research, prototyping • First selection based on the fit of ideas to team and organisation. © 2018 Steffen Raetzer
- 20. Implementation – the4 “E’s” • Environment • Engagement • Experience • Ethos
- 22. Benefits Today Future Idea –centric People – centric 80% of employees disengaged Employees fully engaged (high job satisfaction, engagement and retention) 90% of innovative projects fail in implementation More than half of innovative projects succeed in implementation Focus on value extraction (goals and processes) Focus on value creation Needed ROI > 26% Needed ROI > 8% Team selection is function based Team selection is engagement based © 2018 Steffen Raetzer
- 23. Be awesome Steffen Raetzer/ +41-78-9119972 / steffen@innovating.work
Editor's Notes
- #6 IN today‘s world, we innovate through an idea-centric process. We ask people to put ideas forward, we develop and fund those…and the results are not great….
- #7 This is unsatisfactory on a number of levels: Financial: needs >26% ROI Human: lots of frutration Business & Society: the problems do not get solved! When you look at some of the finer details there is an element that has gone unnoticed for long…
- #12 This is unsatisfactory on a number of levels: Financial: needs >26% ROI Human: lots of frutration Business & Society: the problems do not get solved! When you look at some of the finer details there is an element that has gone unnoticed for long…
- #14 Clearly, addressing the human dimension holds a lot of potential for better results. If you add that 80% of employees are disengaged at work (Gallup) and 80% ly in job interviews, there is definate room for improvement. Hence, the people centric approach.
- #15 Should not come as a surprise: experienced investors always invest in the team, rather than the idea. So, what happens, if we put the individual before the idea? What if we optimize for engagment and collaboration before we look at challenges and ideas? That is what the human centric approach does: it looks at the individual and their core motivators and believes, before foming super teams and letting them loose on challenges that they believe are important. I am prepared to bet that a fully engaged team, that consists of individuals, whos yes are shining at the possibility of doing thier thing, will outperform a team that is turning up for a 9-5 job.
- #16 I was wearing a mask… THEN THE PENNY DROPPED! MAYBE IT WASN‘T A FLAW: MAYBE IT WAS THE TELL TALE THAT I WAS JUST PART OF SOMETHING DIFFERENT; SOMETHING NEW! I was okay with trying something new. As a result, we raised 36 million for my first company and made it to the WEF watchlist of tech pioneers. It was behind finding a solution to problem that the Red Cross had, completely reworking a product that had not changed for decades, making a viable product out of it and raising 200.000 CHF and being seen as Top 25 Start-ups in Switzerland. That is rare for a humanitarian product. Important, I am doing this, not because anybody tells me to…I am doing this for my self…I am doing this because it is important to me…yet, it will resonate with a certain group of your work force, that I will introduce in a minute How can I access this untapped potential? While I saw these results, the question that bugged me was: Where there more people like me? People that cold bring a different kind of innovation? Was it predicable? Can we measure it? needed to know, if I was the only one… Asked friends and family, soon was approached by strangers Found research partners
- #17 So what are we researching? I was looking for an approach that explained what dozens of people have told me in interviews. Individuals with good careers and how they found the current structure restraining, how they felt, they wanted to give more but couldn‘t!! I found it evolutionary psychology…you see, us humans evolve in stages… ALL APRADIGMS ARE QUALLY VALUABLE: NONE IS BETTER THAN THE OTHER! Need a mix and collaboration
- #19 50 % want self-fulfillment 16% are looking for impact That is 2/3 of this group are not wanting change for you or your organisation! They are doing it for themselves!! BTW: from a marketing perspective – Women are 20% more likely to express a desire for values in their work. And I am taking bets that they prefer to buy from an organisation that is values based…