The document provides information about the Driving Strategic Innovation program from IMD and MIT Sloan. It summarizes the program as follows:
The program teaches senior executives how to manage innovation more effectively by integrating innovation, marketing, product development, and value chain design. It provides a comprehensive roadmap for achieving breakthrough performance across the organization and value chain. Participants learn how to speed up commercialization, navigate unpredictable value chains, foster an innovative culture, and engage in business model innovation. The program brings together the latest innovation research from MIT Sloan and leadership knowledge from IMD.
Executive Education Brochure - New EditionSamantha Black
We are delighted to share with you a updated programme of our short and bespoke Executive Education courses from the University of Edinburgh Business School.
LMTSM is a business education pioneer in Northern India, which has a legacy of transforming graduates into professionals with a unique platform of global exposure with experiential learning. With rigorous pedagogy, the school prepares the students to be globally sensitive with a scholarly and social entrepreneurial mindset.
#phd residential program
#phd for executive
#phd executive in management
My fortnightly blog considers the new role and opportunities for corporate L&D teams in the shifting world of work and teams. Here's a summary of my most read blog posts from 2019.
Executive Education Brochure - New EditionSamantha Black
We are delighted to share with you a updated programme of our short and bespoke Executive Education courses from the University of Edinburgh Business School.
LMTSM is a business education pioneer in Northern India, which has a legacy of transforming graduates into professionals with a unique platform of global exposure with experiential learning. With rigorous pedagogy, the school prepares the students to be globally sensitive with a scholarly and social entrepreneurial mindset.
#phd residential program
#phd for executive
#phd executive in management
My fortnightly blog considers the new role and opportunities for corporate L&D teams in the shifting world of work and teams. Here's a summary of my most read blog posts from 2019.
Creative and innovative leadership visioning for organizational efficiencyTANKO AHMED fwc
Smart visionary leadership is able to synthesize different styles in response to organizational exigencies for efficiency. Creativity and innovation are twin drivers for leadership visioning focused on organizational efficiency. This paper discusses strategy making process for organizational efficiency and its adaption in the real world. An appended simulation exercise tasks application of lessons learnt on two leading process-centric agencies in Nigeria.
The MINN program was designed and developed for
business professionals and entrepreneurs in innovative
projects. It is an Executive Master mode, intended to be
followed and developed alongside normal working activities.
The Master is designed so that each participant
can share and develop a specific project in his company
in parallel with the development of the training program.
@Mondragon Team Academy @Mondragon Univerity
Optimise and benchmark your L&D interventions from 22-25th March @ Address Ho...Renuka Bhardwaj
Join Learning and Talent Development thought leaders at the forum with expert insights including:
• Linda Sharkey, Founding Member, The Marshall Goldsmith Group presenting a keynote address on how to attract and retain the best and brightest with a winning talent proposition.
• Waleed El Helw, Director, Human Resources, The Coca Cola Company on how to successfully engage business leadership with learning and development
• Brendan Noonan, Senior Vice President, Learning & Development, Emirates Airlines sharing a case-study on strategies on justifying the existence of learning and development
• Wissam Hachem, Vice President, Learning & Development, Etihad Airways discussing how to manage the shift from blended learning to experiential learning
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
The Talent Management Cookbook: Recipes for Successful Talent ManagementSaba Software
This document is part of the Bersin Research Library. Our research is provided exclusively to organizational members of the Bersin Research Program. Member organizations have access to an extensive library of learning and talent management related research. In addition, members also receive a variety of products and services to enable talent-related transformation within their
organizations, including:
• Research—Access to an extensive selection of research reports, such as methodologies, process models and frameworks, and comprehensive industry studies and case studies.
• Benchmarking—These services cover a wide spectrum of HR and L&D metrics, customized by industry and company size.
• Tools—Comprehensive tools for HR and L&D professionals, including tools for benchmarking, vendor and system selection, program design, program implementation, change management, and measurement.
• Analyst Support—Via telephone or email, our advisory services are supported by expert industry analysts who conduct our research.
• Strategic Advisory Services—Expert support for custom-tailored projects.
• Member Roundtables—A place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices.
• IMPACT Conference: The Business Of Talent—Attendance at special sessions of our annual IMPACT conference.
• Workshops—Bersin analysts and advisors conduct onsite workshops on a wide range of topics to educate, inform, and inspire HR and L&D professionals and leaders.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Together with London Business School (LBS), Nordea created the Strategic Leadership Programme to empower its next-generation leaders to: think strategically about the future and about customers; align functions and strategies to the overarching Nordea Future Relationship Bank Strategy; and build trust across the whole business.
Learn more about our customised programmes: http://bit.ly/2mzsMM5
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
An APAC-wide research survey uncovering how ready our leaders and senior management are for the future of work, now. In four key areas: Technology/Innovation, The Human Touch, Strategy and Productivity. The research has driven rather challenging conclusions for greater urgency to ready our organisations and senior management for an ever more disruptive age. The paper is complete with suggested actions / first or next steps.
Creative and innovative leadership visioning for organizational efficiencyTANKO AHMED fwc
Smart visionary leadership is able to synthesize different styles in response to organizational exigencies for efficiency. Creativity and innovation are twin drivers for leadership visioning focused on organizational efficiency. This paper discusses strategy making process for organizational efficiency and its adaption in the real world. An appended simulation exercise tasks application of lessons learnt on two leading process-centric agencies in Nigeria.
The MINN program was designed and developed for
business professionals and entrepreneurs in innovative
projects. It is an Executive Master mode, intended to be
followed and developed alongside normal working activities.
The Master is designed so that each participant
can share and develop a specific project in his company
in parallel with the development of the training program.
@Mondragon Team Academy @Mondragon Univerity
Optimise and benchmark your L&D interventions from 22-25th March @ Address Ho...Renuka Bhardwaj
Join Learning and Talent Development thought leaders at the forum with expert insights including:
• Linda Sharkey, Founding Member, The Marshall Goldsmith Group presenting a keynote address on how to attract and retain the best and brightest with a winning talent proposition.
• Waleed El Helw, Director, Human Resources, The Coca Cola Company on how to successfully engage business leadership with learning and development
• Brendan Noonan, Senior Vice President, Learning & Development, Emirates Airlines sharing a case-study on strategies on justifying the existence of learning and development
• Wissam Hachem, Vice President, Learning & Development, Etihad Airways discussing how to manage the shift from blended learning to experiential learning
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
The Talent Management Cookbook: Recipes for Successful Talent ManagementSaba Software
This document is part of the Bersin Research Library. Our research is provided exclusively to organizational members of the Bersin Research Program. Member organizations have access to an extensive library of learning and talent management related research. In addition, members also receive a variety of products and services to enable talent-related transformation within their
organizations, including:
• Research—Access to an extensive selection of research reports, such as methodologies, process models and frameworks, and comprehensive industry studies and case studies.
• Benchmarking—These services cover a wide spectrum of HR and L&D metrics, customized by industry and company size.
• Tools—Comprehensive tools for HR and L&D professionals, including tools for benchmarking, vendor and system selection, program design, program implementation, change management, and measurement.
• Analyst Support—Via telephone or email, our advisory services are supported by expert industry analysts who conduct our research.
• Strategic Advisory Services—Expert support for custom-tailored projects.
• Member Roundtables—A place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices.
• IMPACT Conference: The Business Of Talent—Attendance at special sessions of our annual IMPACT conference.
• Workshops—Bersin analysts and advisors conduct onsite workshops on a wide range of topics to educate, inform, and inspire HR and L&D professionals and leaders.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Together with London Business School (LBS), Nordea created the Strategic Leadership Programme to empower its next-generation leaders to: think strategically about the future and about customers; align functions and strategies to the overarching Nordea Future Relationship Bank Strategy; and build trust across the whole business.
Learn more about our customised programmes: http://bit.ly/2mzsMM5
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
An APAC-wide research survey uncovering how ready our leaders and senior management are for the future of work, now. In four key areas: Technology/Innovation, The Human Touch, Strategy and Productivity. The research has driven rather challenging conclusions for greater urgency to ready our organisations and senior management for an ever more disruptive age. The paper is complete with suggested actions / first or next steps.
The Berlin School is an international business school founded by Michael Conrad (ex-Vice Chairman/-CCO at Leo Burnett Worldwide. Participants are creative industry executives with several years of management experience from all over the world. The students ́ modules take place in Germany, the United States, Japan and China and focus on accounting, economics, entrepreneurship, finance, international business, organizational behavior and strategy. Our „godfather“ – serving as mentor to the 13 participants in my group – is Sir John Hegarty (CCO and founder of BBH).
The work of HR part two the flow ofinformation and work.docxchristalgrieg
The work of HR part two: the flow of
information and work
Harnessing
the power
of corporate
culture
STRATEGIC COMMENTARY
Laurent Jaquenoud
e-HR
Employee self-service at RDF
HOW TO...
Integrate corporate culture and
employee engagement
PRACTITIONER PROFILE
Julie Bass, Groupama
METRICS
Rating intellectual capital
HR AT WORK
Tailored recognition at Lloyds TSB
Asset Finance
HR AT WORK
Transport for London’s
non-traditional training
REWARDS
Communicating employee
recognition at MDOT
RESEARCH AND RESULTS
Effective recruiting tied to stronger
financial results
September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
Defining the strategic agenda for HR
FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
Teaching Business Students the Art and Science of Innovation.docxerlindaw
Teaching Business Students the Art and Science of Innovation
Dr. Uma G. Gupta, State University of New York at Buffalo State, NY, USA
ABSTRACT
Today the ability to innovate has become a core and sought after business competency. While innovation is often
taught in capstone business courses as a topic, this paper argues that the time is right to make innovation the central
theme in teaching strategic management. The McKinsey &Company framework is used to teach students the eight
essential ingredients of innovation and its execution. The opportunities to integrate previous knowledge about other
business functions into the teaching of innovation is outlined. The critical business lessons that can be imparted to
business students through the McKinsey framework is discussed.
Keywords: Strategic management curriculum, innovation, innovation framework, business competencies.
INTRODUCTION:
Strategic management is a capstone course in most undergraduate business degree programs in U.S. institutions. The
strategic management course integrates fundamental business concepts from accounting, finance, production, human
resources, marketing, and leadership and challenges students to apply these integrated concepts in order to leam how
to run a business. This gives students a deeper understanding of the many challenges that CEOs face in ensuring the
success and sustainability of their company in the face of rapid changes. They realize that while hindsight is easy,
consistent and high-quality execution is not.
One of the key factors today in ensuring the long-term success and sustainability of any business is the art and
science of innovation. The rise of the new economy, characterized by intense global competition, advanced
information technologies, a virtual 24x7 workforce, and an almost ubiquitous world of online business transactions
free of geographical boundaries, has made information, knowledge, and innovation integral and invaluable in
creating and managing sustainable competitive advantage. In other words, it is not enough if our students understand
the fundamental concepts of business and how to apply them to a business setting. Instead, today they should know
how to apply core business concepts through the lens of speed, innovation, and customer service. This paper focuses
on how to integrate the fundamentals of innovation into the strategic management curriculum.
There are at least three challenges in teaching innovation to undergraduate students.
1- What does it mean? Not only students, but business owners and leaders too, sometimes struggle to define
innovation in meaningful, concrete and operational terms, although many understand it intuitively. Words
such as creative, unique, transformation, revolution, etc. come to mind, but how can we teach students to
translate this into operational concepts that can be executed for the long-range success of a company?
2. Company size: Most students are familiar with the big br.
1. REAL WORLD. REAL LEARNING
®
I N O P E N P R O G R A M S
4 CONSECUTIVE YEARS
W O R L D W I D E
- 2 0 1 2 - 2 0 1 3 - 2 0 1 4 - 2 0 1 5 -
Financial Times
S T R A T E G I C L E A D E R S H I P
DRIVING STRATEGIC
INNOVATION
Achieving high performance throughout the value chain
2. WHAT
CHANGE THE WAY YOU THINK ABOUT INNOVATION
In today’s fast-moving, complex business environment, innovating quickly,
reliably and effectively is an advantage for achieving profitability and growth.
Yet, all too often, organizations are unable to generate timely innovative
offerings and effectively move them to market.
Driving Strategic Innovation (DSI) changes the way business leaders think
about innovation and technology strategy, and gives them a deeper, richer
and more comprehensive roadmap for executing change. Participants leave
the program knowing how to influence corporate culture, alter the way an
organization responds to the challenge of innovation – and knowing how to
strengthen relationships with partners along the value chain.
BECOME MORE EFFECTIVE
You become more effective as an innovator. The program knits together
innovation, marketing and product development, business-model
opportunities, value-chain design, project execution and talent management
in an end-to-end roadmap for achieving breakthrough performance.
It demonstrates how to build organizational relationships that facilitate
knowledge transfer, both within the firm and across the value chain.
Manage the fuzzy front-end of the innovation process more effectively
Speed up market commercialization of innovative ideas
Navigate the dynamics of increasingly unpredictable value chains
Heighten the probability of achieving a more innovative organizational culture
Engage in business model innovation
Reconsider your own personal approaches to being an effective leader
of innovative activities
PROGRAM THEMES
Incremental and discontinuous innovation are not opposites, they are partners
Innovative organizations deserve leaders who are customer-experience
centric, open, inclusive, experimental and fast
We might serve our customers better by talking with people who are not
our customers, and never will be
Good ideas do not just rely upon experts, they require non-experts as well
Innovation thrives when ambiguity is both reduced and enlarged
Creating value is not the same as capturing value
Wide-ranging creativity requires discipline
Bottom-up entrepreneurial innovation thrives under strong, self-
confident, top-down leaders
IMD AND MIT SLOAN: A POWERFUL ALLIANCE
Now in its 14th year of success, this joint program brings together the latest
technology research from MIT Sloan and the latest leadership knowledge
from IMD. It provides participants with an unparalleled opportunity to learn
how to manage innovation within their organizations.
WHO
DSI is for senior executives,
teams and entrepreneurs who
craft innovation strategies and
put them into action.
Participants should have
significant input on the
technology and/or innovation
strategy of their organizations.
They should also play an
influential role in innovative
activities, being able to
look up and down the value
chain to identify promising
strategic opportunities.
What participants say
6 months afterwards
+80% have become more
effective leaders*
+79% have successfully
applied their learning*
HIGH-IMPACT RESULTS
*Results from a survey conducted with 471 participants 6 months
after attending an IMD program (2015).
3. HOW
New for 2016 is MakerSpace, a daily innovation lab which allows you to think
holistically about innovation and explore your individual style and approach.
MakerSpace combines idea development with action learning. You ideate new
solutions to your business problems, develop these ideas with rapid prototyping
and finally learn how to pitch your ideas in the context of the optimal business
models. This training lab strengthens your ability to think and act decisively.
Throughout the whole program you take part in wide-ranging and challenging
discussions, specially designed simulations, intensive group projects and live
case studies. The small class size fosters opportunities for rich interaction with
Faculty and among peers.
Alumni of the program form a network of innovation thinkers who continue
to exchange ideas long after the program ends.
Program Co-Director
CharlesH.Fine
American
MIT Chrysler LFM Professor
of Management Science
PhD Stanford University
President and Dean
Asia School of Business
Kuala Lumpur, Malaysia
http://myasb.mit.edu
Follow Charles on Twitter @clockspd
Program Co-Director
BillFischer
American
IMD Professor of Innovation
Management
DBA George Washington University
Follow Bill on Twitter @bill_fischer
Visit his blog:
http://blogs.forbes.com/billfischer
Strategic
Problem-Finding
Innovation
& Iteration
Integration
Innovation &
Business Model
Integrating
the Threads
MakerSpace LEARNING JOURNEY
DSI is a great program with stimulating
topics, inspiring teachers and a fantastic
group of participants raising the level
of conversation. And as we learnt,
“Innovation all depends on the quality
of the conversations.”
Pradipt Kapoor | Vice President,
Products and Solutions Engineering | Sita | UK
4. APPLY NOW
www.imd.org/dsi
TALK WITH US
+41 21 618 07 00 info@imd.org
WHERE
On the shores of Lake Geneva in Lausanne, Switzerland, 40 minutes by road or
rail from Geneva International Airport and at MIT Sloan in Boston, USA.
WHEN
DURATION: 6 DAYS
DSI 1 (at IMD) February 28 – March 4 2016*
DSI 2 (at MIT Sloan) September 18–23 2016*
DSI 1 (at IMD) February 26 – March 3 2017*
DSI 2 (at MIT Sloan) September 24–29 2017*
Fee 2016:
DSI at IMD: CHF 11,500*
DSI at MIT Sloan: USD 11,500*
Tuition, teaching materials, and lunch are included in the fee.
*IMD reserves the right to modify the program dates, location and fee at any time.
ABOUT MIT SLOAN
MIT Sloan is ranked among the top business schools in the world. The school’s
academic programs and research centers develop principled, innovative leaders
who improve the world and generate ideas that advance management practice.
http://mitsloan.mit.edu
Driving Strategic Innovation is an
effective eye opener that makes you think
about innovation outside of the box and
brings real value back to your business.
Christoph Tepr | Key Account Manager |
Philip Morris SA | Switzerland
5. Benchmark your
professional capabilities
and discover your
4 top competencies
www.imd.org/gli
Political
Economy
Strategy
Industry
Analysis
Marketing
Innovation
Finance
Sales
Interpersonal
Leadership
TeamLeadership
Governance
Sustainability
OrganizationDesign
CommunicationsNegotiations
HR
IT
Self
Leadership
Ethics
Operations
Economics/
STRATEGICLEADERSHIP
EXECUTION
LEADERSHIP
STAKEHOLDERLEADERSHIP
PERSONAL
LEADERSHIP
DSIDSI
Driving Strategic
Innovation
DSI challenges the way business leaders think
about innovation and technology strategy, and
provides a comprehensive roadmap for achieving
breakthrough performance across the value chain:
» Manage the fuzzy front-end of the innovation
process more effectively
» Speed up market commercialization
of innovative ideas
» Navigate the dynamics of increasingly
unpredictable value chains
» Heighten the probability of achieving a more
innovative organizational culture
» Engage in business model innovation
» Reconsider your own personal approaches to
being an effective leader of innovative activities
Follow DSI topics on twitter @imd_mit
OVERVIEW OF PROGRAM TOPICS
Relative time spent per topic in the program.
For illustrative purposes only.