This document discusses employee engagement and innovation in organizations. It argues that true engagement comes from employees feeling a strong emotional ownership and involvement in their work through strong internal motivation, seeing themselves, learning and developing, a sense of mastery, autonomy and freedom. However, organizations are traditionally not designed for innovation, instead being focused on ongoing operations. The document proposes that leaders must go before their people as good examples, increase freedom, responsibility and autonomy for employees, open up internal information flows and make organizations more transparent, including through internal social media. It concludes that this requires engaged employees and leaders who can create a culture of engagement, freedom, mastery and innovation.

1. Engasjerende ledelse
- Ledelsesinnovasjon i praksis
Næringsforeningen
i Stavanger-regionen
Ressursgruppen for
strategisk ledelse og kompetanse

2. ....bakgrunn....

5. Strategi arbeidet.....

17. ‘’Kontoret’’

18. Cambria

20. Management camp

24. Engasjement i ledelse

25. På en 1 – 10 skala.....

26. ‘’Hvor mye av ditt potential,
talent, energi og
engasjement får du
brukt i jobben din?’’

28. Vårt aller største problem.

29. ‘’Employee engagement’’

31. 2004 2007

32. Hva er ‘’employee engagement’’?

33. Sterkt, emosjonelt eierskap og
involvering i jobben.

34. Sterk indre motivasjon
Bli sett, læring og utvikling,
mestring, autonomi, frihet...

36. Leders jobb.....

37. ‘’Min nærmeste leder går alltid
foran som et godt eksempel’’

38. ‘’......get the most out of your people’’

39. Og det kan måles.

40. Leadership Index
1. I know what is expected from me at work
2. I have everything I need to do my job right
3. During the last seven days, I have recieved praise and
recognition at work
4. I feel I have the autonomy and trust to make the necessary
decisions at work
5.I learn and develop through challenging tasks and projects at
work
6. My manager always leads by example
Sum
Please use a 1-5 scale, 5 = Strongly yes. 1 = Strongly no

42. ?

43. - Velg egne prosjekter
Frihet: - Velg din egen leder
Tid: - Bruk 1 dag i uken på «hva du vil»
- «you shouldn’t have to leave Google to
$: get rich»
Små grupper: - 3 people, more is messy
X-Lab: X-Lab: Innovating the future. Innovating
business models. Just do it. Fail. Do it
again.
Intern info: «All informasjon» er åpent tilgjengelig
internt.

44. ....dette forklares ikke av de fleste
lærebøker....

47. .....ja, om 20 år.....

48. Og det kan måles.

49. Men....hvorfor er dette viktig?

50. Innovation
is now recognized as the
single most important
ingredient in any modern
economy.
- The Economist, 2002

51. Promotion wins quarters;
innovation wins decades.
- Bob McDonald, CEO, P&G

52. But….Getting innovation right
requires new leadership skills.
- Dave Allan and Matt Kingdon

53. Innovation, we believe, is a fascinating
new management science that is still
in the early stages of development.
- Dave Allan and Matt Kingdon

54. ...hvorfor blir dette viktig?

56. The real brake on innovation is the
drag of old mental models.
Gary Hamel

57. Anybody can be strategically
creative. You just have to learn how.
- David Kelley

59. There has been opposition to every
innovation in the history of man, with
the possible exception of the sword.
- Benjamin Dana

60. Most cultures throughout human history
have not liked creative individuals. They
ignore them or they kill them.
- Howard Gardner

61. Why is it that innovation leaders so often
feel that their biggest enemy is not the
competition but their own company?
- Govindarajan & Trimble

62. …there is one simple answer:
Organizations are not designed for
innovation.
They are designed for on-going operations.
This strikes right at the heart of how leaders are trained,
how organizations are designed and how performance is
measured.
- Govindarajan & Trimble

63. The limits to innovation in large
organizations have nothing to do with
creativity and nothing to do with
technology.
They have everything to do
with management capability.
- Ray Stata

64. Make innovation part
of everyone´s job.
- Gary Hamel

66. …..

67. ...alt dette krever engasjerte
medarbeidere og ledere som
klarer å skape en kultur for
engasjement, frihet, mestring
og innovasjon.

68. ….så hvor begynner vi?

69. Tren ledere til å gå
foran som gode
eksempler Radikalt økt frihet,
ansvar og autonomi
Åpne opp intern informasjonsflyt,
Mer transparente organisasjoner,
bruk av sosiale medier internt
Ledelsesinnovasjon
Åpne opp
strategiprosessene Innovasjons-
akademi
Vesentlig økt
30/30 - regel innovasjonskompetanse.
Tren 50 % av medarbeiderne i
innovasjon.
«Make innovation part of everyone’s
job»

73. Christian Rangen
Høyskolelektor, Handelshøyskolen BI
Partner, Engage // Innovate
Twitter: @engageinnovate
Blog: http://wp.me/1BUWt
E: christian.rangen@bi.no
M. +4792415949