This document provides an overview of how management theories and leadership styles can impact business innovation. It discusses the Yin-Yang concept of complementary forces that make up all aspects of life. Business cycles and functions are described through the lens of Yin-Yang properties. A review is given of several major management theories from Taylorism to Systems Management. Leadership styles are discussed ranging from autocratic to laissez-faire. The presentation aims to show how incorporating Yin-Yang perspectives can provide a framework for evaluating decisions and progress in balancing these factors to encourage or discourage innovation.
Becoming a high performance organization (Agile, Design Thinking, Lean Startu...Sylvain Mahe
In today's digital age, organisations are constantly seeking to innovate and remain relevant. Join Enterprise Agile Coach, Sylvain, as he shares the attributes of innovative leaders and how to unleash the potential of creative workers from his years of experience working with large multinational firms that have sought to disrupt before being disrupted. Attendees can expect to walk away with models and practical techniques that will help them decipher the various corporate cultures and how to shape it to become a high-performance organization.
Leadership for Innovation: Rethinking Management and Organization ParadigmsEdward Erasmus
This document discusses innovation, leadership, and organizational change. It argues that leaders need to adapt to increasing speed of change, engage employees and customers, and focus on sustainability. Old management paradigms based on control and short-term profits are outdated. The document advocates for network-based organizations that focus on creativity, collaboration, intellectual capital, social capital, and learning to create innovation. Effective leadership requires establishing clarity of purpose, cultivating an open environment, and facilitating new ideas.
This document outlines the six key elements that Jim Collins identified as being common among companies that went from good to great:
1. Level 5 Leadership - Leaders who are modest, driven, and focus on the success of the company over their own ego.
2. First Who, Then What - Ensuring the right people are in leadership positions before deciding on strategies and goals.
3. Confront the Brutal Facts - Facing the current reality of the company's performance, both successes and failures.
4. The Hedgehog Concept - Having a simple, clear understanding of what the company excels at and should focus on.
5. A Culture of Discipline - Maintaining
The document outlines an agenda for a Lean Leadership training seminar. The agenda covers introductions, defining Lean leadership, teaching and learning skills, Toyota Kata, case studies, and conclusions. It also includes background information on the Texas Manufacturing Assistance Center, which provides services to help manufacturers in Texas accelerate growth and competitiveness.
Here are the key lessons learned from this chapter on mergers and acquisitions:
- Cultural fit is as important as strategic fit when merging companies. The cultures need to be aligned.
- Integration of the acquired company needs to happen quickly, within 90 days, to avoid conflicts from different management strategies.
- Don't assume the acquired company's management is inferior - place talent managers where they fit best.
- Avoid spending too much to purchase a company that may never be paid off.
- Both accepting and resisting individuals from the acquired company should be considered based on their skills, not just their view of change.
Сегодня целеустремленные сотрудники требуют от организаций осмысленных и интересных задач, а заказчики — качественных продуктов и услуг. Для коммерческих компаний лозунг «адаптируйся или умри» никогда не был столь актуальным. Самоорганизация широко используется как способ достижения гибкости. Но как применить ее ко всей организации и как убедиться в том, что результат достигнут и организация стала эффективной? Как перейти от делегирования к распределенной ответственности? И от процедур к прозрачной оценке эффективности?
Цель этого доклада — дать представление о том, как Холакратия может помочь построить самоорганизующуюся и целеустремленную компанию.
Becoming a high performance organization (Agile, Design Thinking, Lean Startu...Sylvain Mahe
In today's digital age, organisations are constantly seeking to innovate and remain relevant. Join Enterprise Agile Coach, Sylvain, as he shares the attributes of innovative leaders and how to unleash the potential of creative workers from his years of experience working with large multinational firms that have sought to disrupt before being disrupted. Attendees can expect to walk away with models and practical techniques that will help them decipher the various corporate cultures and how to shape it to become a high-performance organization.
Leadership for Innovation: Rethinking Management and Organization ParadigmsEdward Erasmus
This document discusses innovation, leadership, and organizational change. It argues that leaders need to adapt to increasing speed of change, engage employees and customers, and focus on sustainability. Old management paradigms based on control and short-term profits are outdated. The document advocates for network-based organizations that focus on creativity, collaboration, intellectual capital, social capital, and learning to create innovation. Effective leadership requires establishing clarity of purpose, cultivating an open environment, and facilitating new ideas.
This document outlines the six key elements that Jim Collins identified as being common among companies that went from good to great:
1. Level 5 Leadership - Leaders who are modest, driven, and focus on the success of the company over their own ego.
2. First Who, Then What - Ensuring the right people are in leadership positions before deciding on strategies and goals.
3. Confront the Brutal Facts - Facing the current reality of the company's performance, both successes and failures.
4. The Hedgehog Concept - Having a simple, clear understanding of what the company excels at and should focus on.
5. A Culture of Discipline - Maintaining
The document outlines an agenda for a Lean Leadership training seminar. The agenda covers introductions, defining Lean leadership, teaching and learning skills, Toyota Kata, case studies, and conclusions. It also includes background information on the Texas Manufacturing Assistance Center, which provides services to help manufacturers in Texas accelerate growth and competitiveness.
Here are the key lessons learned from this chapter on mergers and acquisitions:
- Cultural fit is as important as strategic fit when merging companies. The cultures need to be aligned.
- Integration of the acquired company needs to happen quickly, within 90 days, to avoid conflicts from different management strategies.
- Don't assume the acquired company's management is inferior - place talent managers where they fit best.
- Avoid spending too much to purchase a company that may never be paid off.
- Both accepting and resisting individuals from the acquired company should be considered based on their skills, not just their view of change.
Сегодня целеустремленные сотрудники требуют от организаций осмысленных и интересных задач, а заказчики — качественных продуктов и услуг. Для коммерческих компаний лозунг «адаптируйся или умри» никогда не был столь актуальным. Самоорганизация широко используется как способ достижения гибкости. Но как применить ее ко всей организации и как убедиться в том, что результат достигнут и организация стала эффективной? Как перейти от делегирования к распределенной ответственности? И от процедур к прозрачной оценке эффективности?
Цель этого доклада — дать представление о том, как Холакратия может помочь построить самоорганизующуюся и целеустремленную компанию.
This document discusses transforming a 100-year-old financial institution to create organizational agility in a rapidly changing world. It summarizes:
1) The challenges of helping traditional banking institutions built for long-term success transform for a second century of turbulence and uncertainty.
2) How M&F Bank, founded in 1907, engaged all stakeholders including employees and customers to create a new strategic vision and roadmap through strategy maps and growth initiatives.
3) The solutions implemented including conducting an Agility Audit to identify strengths and obstacles, and workshops to build the key drivers of anticipating change, generating confidence, liberating thinking, and evaluating results across people, processes, and technology.
Developing creative and innovative culture in organizationiaemedu
This document summarizes research on developing creative and innovative cultures in organizations. It discusses the differences between creativity and innovation, with creativity being the generation of novel ideas and innovation being the implementation of those ideas. Several key dimensions of innovation culture are identified, including risk-taking, resources, knowledge, goals, rewards, tools, and relationships. Factors that support or hinder organizational creativity are also reviewed from the literature. The roles of both creativity and innovation in organizations are discussed.
3 steps to implement holacracy in your companyKozo Takei
This document discusses implementing Holacracy in companies. It provides an overview of Holacracy and its key differences from traditional hierarchies. The 3 steps to implement Holacracy are outlined as quantitative data management, establishing communication channels, and releasing information and power by removing titles and positions. Best practices at Diamond Media are also shared, such as using a career matrix, salary systems without incentives, and brain trusts for counseling.
In traditional business enterprises, supervisors and managers need to get approval for any decision. This causes delay and stagnation. Using holacracy, decisions are made based on collaboration with peers who have insight and knowledge of the problem and the solution. Information can be extracted to make a sound business decision. This engages everyone to take ownership of the problem so that business can succeed without delay. Management sets the boundaries and limitations so that the organization is not placed into jeopardy. This a new way of thinking so that the human talent is engaged and empowered, companies are more profitable, and customers are satisfied with the improve delivery of service or output of product. In the health and safety consulting business, our staff of CIHs and CSPs define the problems and develop the solutions so that business can be more sustainable by lowering their risk and limiting their liability. It also helps meet regulatory obligations and insurance requirements.
General Electric- The company and Its great Leader- Jack welchAkash Tyagi
GE is a global innovator that was founded in 1892 and has continuously changed and adapted over its history. It focuses on areas like power generation, aviation, healthcare and financial services. Under the leadership of Jack Welch from 1981 to 2001, GE underwent major restructuring and cultural changes to become highly decentralized and focused on acquiring or closing underperforming businesses. Welch emphasized developing leaders, quality improvement, and growing service revenues. His strategies helped GE become one of the most successful and admired companies in the world.
The document discusses the evolution of organizational structures away from traditional hierarchies towards more agile, self-organizing models like Agile, Management 3.0, Holacracy and #NoManager approaches. It provides background on why hierarchies were established and critiques their limitations in today's environment. Emerging frameworks aim to empower teams, develop competence, and structure organizations for innovation through practices like distributed leadership, cross-functional career paths, and network-based relationships over rigid hierarchies.
Innovation from Everyone and Everywhere (1)Marianne Doczi
This document discusses developing sustainable innovation capabilities for 21st century New Zealand. It advocates taking an "innovation from everyone and everywhere" approach to fully harness New Zealand's human capital. The document outlines principles of innovation from all people in all places, customer-centricity, and collaboration both within and across organizations. It also discusses the skills, leadership, culture, and management practices needed in organizations to enable innovation from all sources. The goal is to start an online community to further discuss improving attitudes, skills, and practices for widespread innovation.
The document discusses how hierarchical organizational structures are no longer sufficient in today's environment. Knowledge is now trapped in silos, collaboration is poor, and employees are treated like children under rigid performance systems. Networked structures that encourage employees to work beyond their usual boundaries and collaborate extensively internally and externally are better suited to the agile organizations needed today. Creating the right culture that promotes trust, peer learning, knowledge sharing, and failure tolerance is essential for networks to work effectively.
The document discusses how organizations can achieve ambidexterity to enable adaptation and innovation. It provides examples of how overly structured work environments can stifle productivity and innovation. Additionally, it discusses how creating adaptive space allows individuals and groups to experiment and develop new ideas. Specifically, adaptive space involves reducing structural constraints, creating networks for collaboration, engaging constructive conflict, and facilitating cohesion through a shared learning climate. The key is for leaders to balance efficiency demands with flexibility so organizations can both exploit existing strengths and explore new opportunities.
1. The document discusses strategies for project managers to introduce new ideas and deal with resistance to change. It explores how to create a need for change, introduce a change plan, and stabilize and reinforce changes.
2. Various barriers to change are identified, including fear of loss, mistrust of leaders, and discomfort with change. The document provides tools to understand and address these barriers.
3. Key strategies discussed include developing a shared vision, acknowledging concerns, revising plans based on feedback, and sustaining changes over time through training and new systems. The goal is managing change effectively while gaining employee commitment.
The document discusses corporate entrepreneurship or intrapreneurship. It defines intrapreneurship as stimulating individuals within an organization who think things can be done differently and better. It notes that intrapreneurship benefits individuals who want more responsibility, freedom and expression in their work, and benefits organizations by retaining innovative employees who could help drive growth. It provides examples of how Microsoft fosters intrapreneurship through challenging work, rewards, and leadership that encourages new ideas.
Holacracy is an alternative organizational structure that replaces traditional management hierarchies with self-organizing teams. It distributes authority across roles rather than job titles, and roles can change depending on the needs of the organization. While it aims to increase agility, efficiency, and innovation, concerns exist around implementing holacracy at large scales and its sustainability over time. Some similarities exist between holacracy and agile approaches to supply chain management, though whether holacracy is just a fad or the future of agile management remains to be seen.
The document discusses the three key elements of effective execution: creating an execution-focused culture, involving and developing the right people, and instituting robust systems and processes. It emphasizes establishing personal responsibility and accountability, choosing the right people and investing in their development, tying objectives to strategy and goals, and rigorously following up on objectives. The overall message is that execution is critical for organizational success.
5 Reasons Why Holacracy is Failing. Is it Time to Say Goodbye to Holacracy (a...Sage HR
Holacracy is a self-management principle founded on interconnectedness. The term was first coined in 2007 by Brian Roberts but the idea has been around for centuries.
It's only been a couple of years since Zappos adopted Holacracy. But it seems that everyone is eager to learn about the results of Hsieh's experiment. Latest speculations (mostly from the press) suggest that Holacracy is failing.
Is it?
Or maybe it only needs more time to prove its worth?
In this Slideshare story deck, we present 5 main reasons why many experts think that Holacracy is failing. And of course to make it a fair fight, we are also proud to show one big reason why we need to give Holacracy more time.
Hope you'll find this information useful!
- - -
Visit our blog for more > > > cake.hr/blog
Transforming an organization to become agile requires more than just changing the development process; it requires a complete culture shift. Yet, the focus of most agile transformations is on changing the process aspect of work. Sustainable, effective agile transformation affects all elements of culture—leadership style, values, organizational structures, reward systems, processes, and work habits. Focusing on and adopting specific process patterns known as “keystone habits” has transformed entire organizations, setting off a chain of internal events and paving the way for the organization to form other habits and eventually transform completely. Reflecting on his experience in transforming organizations, Ahmed Sidky presents some keystone habits he has identified—Rewarding Collaboration, Consistently Slicing, Inspiring Performance through Leadership, Growing Networks and Shrinking Hierarchies, and Living the Agile Mindset. Ahmed shows how implementing these can move even the most heavyweight organization to a higher level of agility. Leave with tangible steps to attain successful, sustainable agility in your organization.
Brought to you by The Globe and Mail Report on Small Business in conjunction with Achilles Media, Small Business Summit is a one-day event, geared to entrepreneurs, to kick-start your small or medium enterprise to the next level.
Spotlight on female small business owners and entrepreneurship.
This document discusses how management theories, leadership styles, and the Yin-Yang concept impact business innovation. It provides an overview of several management theories from Taylorism to modern systems approaches. It also outlines different leadership styles from authoritarian to situational. The document argues that management theories and leadership styles can be analyzed through the Yin-Yang lens, with some being more Yang-oriented and others Yin or a balance. It suggests that modern approaches tend toward a Yin-Yang balance. The document aims to help companies evaluate how organized they are for innovation and how leaders can support innovative efforts.
What is the best Agile Adoption or Agile Transformation organization and team structure and the talent needed to successfully implement Agile across the company? Is there a best approach?
The document discusses who or what may have "killed innovation" in organizations. It explores common suspects like bureaucracy, risk aversion, and lack of resources. However, it argues that the real problem is that organizations are not structured to change and innovate in the way the modern world demands. It suggests taking a dual system approach, experimenting at both large and small scales, using feedback-driven models, and empowering cross-functional teams to help reinvigorate innovation capabilities. The key is embracing an ongoing process of learning and change rather than thinking innovation can be planned in a linear, top-down manner.
This document discusses transforming a 100-year-old financial institution to create organizational agility in a rapidly changing world. It summarizes:
1) The challenges of helping traditional banking institutions built for long-term success transform for a second century of turbulence and uncertainty.
2) How M&F Bank, founded in 1907, engaged all stakeholders including employees and customers to create a new strategic vision and roadmap through strategy maps and growth initiatives.
3) The solutions implemented including conducting an Agility Audit to identify strengths and obstacles, and workshops to build the key drivers of anticipating change, generating confidence, liberating thinking, and evaluating results across people, processes, and technology.
Developing creative and innovative culture in organizationiaemedu
This document summarizes research on developing creative and innovative cultures in organizations. It discusses the differences between creativity and innovation, with creativity being the generation of novel ideas and innovation being the implementation of those ideas. Several key dimensions of innovation culture are identified, including risk-taking, resources, knowledge, goals, rewards, tools, and relationships. Factors that support or hinder organizational creativity are also reviewed from the literature. The roles of both creativity and innovation in organizations are discussed.
3 steps to implement holacracy in your companyKozo Takei
This document discusses implementing Holacracy in companies. It provides an overview of Holacracy and its key differences from traditional hierarchies. The 3 steps to implement Holacracy are outlined as quantitative data management, establishing communication channels, and releasing information and power by removing titles and positions. Best practices at Diamond Media are also shared, such as using a career matrix, salary systems without incentives, and brain trusts for counseling.
In traditional business enterprises, supervisors and managers need to get approval for any decision. This causes delay and stagnation. Using holacracy, decisions are made based on collaboration with peers who have insight and knowledge of the problem and the solution. Information can be extracted to make a sound business decision. This engages everyone to take ownership of the problem so that business can succeed without delay. Management sets the boundaries and limitations so that the organization is not placed into jeopardy. This a new way of thinking so that the human talent is engaged and empowered, companies are more profitable, and customers are satisfied with the improve delivery of service or output of product. In the health and safety consulting business, our staff of CIHs and CSPs define the problems and develop the solutions so that business can be more sustainable by lowering their risk and limiting their liability. It also helps meet regulatory obligations and insurance requirements.
General Electric- The company and Its great Leader- Jack welchAkash Tyagi
GE is a global innovator that was founded in 1892 and has continuously changed and adapted over its history. It focuses on areas like power generation, aviation, healthcare and financial services. Under the leadership of Jack Welch from 1981 to 2001, GE underwent major restructuring and cultural changes to become highly decentralized and focused on acquiring or closing underperforming businesses. Welch emphasized developing leaders, quality improvement, and growing service revenues. His strategies helped GE become one of the most successful and admired companies in the world.
The document discusses the evolution of organizational structures away from traditional hierarchies towards more agile, self-organizing models like Agile, Management 3.0, Holacracy and #NoManager approaches. It provides background on why hierarchies were established and critiques their limitations in today's environment. Emerging frameworks aim to empower teams, develop competence, and structure organizations for innovation through practices like distributed leadership, cross-functional career paths, and network-based relationships over rigid hierarchies.
Innovation from Everyone and Everywhere (1)Marianne Doczi
This document discusses developing sustainable innovation capabilities for 21st century New Zealand. It advocates taking an "innovation from everyone and everywhere" approach to fully harness New Zealand's human capital. The document outlines principles of innovation from all people in all places, customer-centricity, and collaboration both within and across organizations. It also discusses the skills, leadership, culture, and management practices needed in organizations to enable innovation from all sources. The goal is to start an online community to further discuss improving attitudes, skills, and practices for widespread innovation.
The document discusses how hierarchical organizational structures are no longer sufficient in today's environment. Knowledge is now trapped in silos, collaboration is poor, and employees are treated like children under rigid performance systems. Networked structures that encourage employees to work beyond their usual boundaries and collaborate extensively internally and externally are better suited to the agile organizations needed today. Creating the right culture that promotes trust, peer learning, knowledge sharing, and failure tolerance is essential for networks to work effectively.
The document discusses how organizations can achieve ambidexterity to enable adaptation and innovation. It provides examples of how overly structured work environments can stifle productivity and innovation. Additionally, it discusses how creating adaptive space allows individuals and groups to experiment and develop new ideas. Specifically, adaptive space involves reducing structural constraints, creating networks for collaboration, engaging constructive conflict, and facilitating cohesion through a shared learning climate. The key is for leaders to balance efficiency demands with flexibility so organizations can both exploit existing strengths and explore new opportunities.
1. The document discusses strategies for project managers to introduce new ideas and deal with resistance to change. It explores how to create a need for change, introduce a change plan, and stabilize and reinforce changes.
2. Various barriers to change are identified, including fear of loss, mistrust of leaders, and discomfort with change. The document provides tools to understand and address these barriers.
3. Key strategies discussed include developing a shared vision, acknowledging concerns, revising plans based on feedback, and sustaining changes over time through training and new systems. The goal is managing change effectively while gaining employee commitment.
The document discusses corporate entrepreneurship or intrapreneurship. It defines intrapreneurship as stimulating individuals within an organization who think things can be done differently and better. It notes that intrapreneurship benefits individuals who want more responsibility, freedom and expression in their work, and benefits organizations by retaining innovative employees who could help drive growth. It provides examples of how Microsoft fosters intrapreneurship through challenging work, rewards, and leadership that encourages new ideas.
Holacracy is an alternative organizational structure that replaces traditional management hierarchies with self-organizing teams. It distributes authority across roles rather than job titles, and roles can change depending on the needs of the organization. While it aims to increase agility, efficiency, and innovation, concerns exist around implementing holacracy at large scales and its sustainability over time. Some similarities exist between holacracy and agile approaches to supply chain management, though whether holacracy is just a fad or the future of agile management remains to be seen.
The document discusses the three key elements of effective execution: creating an execution-focused culture, involving and developing the right people, and instituting robust systems and processes. It emphasizes establishing personal responsibility and accountability, choosing the right people and investing in their development, tying objectives to strategy and goals, and rigorously following up on objectives. The overall message is that execution is critical for organizational success.
5 Reasons Why Holacracy is Failing. Is it Time to Say Goodbye to Holacracy (a...Sage HR
Holacracy is a self-management principle founded on interconnectedness. The term was first coined in 2007 by Brian Roberts but the idea has been around for centuries.
It's only been a couple of years since Zappos adopted Holacracy. But it seems that everyone is eager to learn about the results of Hsieh's experiment. Latest speculations (mostly from the press) suggest that Holacracy is failing.
Is it?
Or maybe it only needs more time to prove its worth?
In this Slideshare story deck, we present 5 main reasons why many experts think that Holacracy is failing. And of course to make it a fair fight, we are also proud to show one big reason why we need to give Holacracy more time.
Hope you'll find this information useful!
- - -
Visit our blog for more > > > cake.hr/blog
Transforming an organization to become agile requires more than just changing the development process; it requires a complete culture shift. Yet, the focus of most agile transformations is on changing the process aspect of work. Sustainable, effective agile transformation affects all elements of culture—leadership style, values, organizational structures, reward systems, processes, and work habits. Focusing on and adopting specific process patterns known as “keystone habits” has transformed entire organizations, setting off a chain of internal events and paving the way for the organization to form other habits and eventually transform completely. Reflecting on his experience in transforming organizations, Ahmed Sidky presents some keystone habits he has identified—Rewarding Collaboration, Consistently Slicing, Inspiring Performance through Leadership, Growing Networks and Shrinking Hierarchies, and Living the Agile Mindset. Ahmed shows how implementing these can move even the most heavyweight organization to a higher level of agility. Leave with tangible steps to attain successful, sustainable agility in your organization.
Brought to you by The Globe and Mail Report on Small Business in conjunction with Achilles Media, Small Business Summit is a one-day event, geared to entrepreneurs, to kick-start your small or medium enterprise to the next level.
Spotlight on female small business owners and entrepreneurship.
This document discusses how management theories, leadership styles, and the Yin-Yang concept impact business innovation. It provides an overview of several management theories from Taylorism to modern systems approaches. It also outlines different leadership styles from authoritarian to situational. The document argues that management theories and leadership styles can be analyzed through the Yin-Yang lens, with some being more Yang-oriented and others Yin or a balance. It suggests that modern approaches tend toward a Yin-Yang balance. The document aims to help companies evaluate how organized they are for innovation and how leaders can support innovative efforts.
What is the best Agile Adoption or Agile Transformation organization and team structure and the talent needed to successfully implement Agile across the company? Is there a best approach?
The document discusses who or what may have "killed innovation" in organizations. It explores common suspects like bureaucracy, risk aversion, and lack of resources. However, it argues that the real problem is that organizations are not structured to change and innovate in the way the modern world demands. It suggests taking a dual system approach, experimenting at both large and small scales, using feedback-driven models, and empowering cross-functional teams to help reinvigorate innovation capabilities. The key is embracing an ongoing process of learning and change rather than thinking innovation can be planned in a linear, top-down manner.
The document discusses organizational agility and how organizations need to change to adapt to the 21st century business environment. It notes that the rules and workforce have changed, requiring faster innovation, collaboration over silos, and flat organizations with servant leaders. To develop agility, an organization needs to focus on culture change through cross-functional teams and empowerment from the top down. Adopting agile practices can help organizations build better products faster and achieve both stability and dynamism. Potential pitfalls include a culture at odds with agile values or treating it as only an IT initiative. Measuring engagement and visible progress can indicate increased productivity and benefits of agility.
Berkeley Method of Innovation LeadershipIkhlaq Sidhu
Berkeley Method of Innovation Leadership. A method and language to adapt, do new things, change culture, match strategy, set innovation mindset and psychology.
Gary Hamel defines management innovation as a marked departure from traditional management principles, processes, and practices (or a departure from customary organizational forms that significantly alters the way the work of management is performed). He deems it the prime driver of sustainable competitive advantage in the 21st century.
A Wall Street Journal article postulates that innovation comes from inside a company through networks—not lone individuals. The authors offers strategies to cultivate innovation, such as making efforts to break down the walls between company departments, rapidly testing and refining ideas, and figure out whether there are people in the chain of command who are hard to work with.
But for most large organizations, this “formula” for innovation is difficult to implement. Change, especially innovative change, is often is met with organizational resistance. Conversely, the culture of the organization often expresses collective frustrations with the limitations of business processes and underlying technologies to support business needs.
Doug Jackson, senior director of the Business Analysis Practice for Robbins Gioia (http://www.robbinsgioia.com), and Paula Pierce, CEO and principal transformation strategist, Peridona Strategies LLC (http://www.periodonastrategies.com), conduct an interactive session on integrating business analysis and organizational change management to create an environment for innovation and successful change. They will examine problems that prevent establishing successful innovation networks and provide an approach using best practices from both disciplines to help organizations harvest and test innovative ideas. They will show you how to:
• Identify the root of change resistance in our organizations
• Identify and capitalize on existing networks
• Apply BA and OCM best practices to create an environment for innovation.
This document provides an overview of the Design Business Bridge program, which aims to teach business concepts through a design thinking lens. The program is structured in modules that cover key business areas like business models, marketing, operations, and finance. An innovation stream runs through all the modules, using case studies of Apple and Procter & Gamble to show how companies innovated in different areas. The document outlines some example questions that will be addressed in each module and references tools like Osterwalder's Business Model Canvas that will be used.
Dark Agile inhibits business agility. The document discusses dark agile, which is the antithesis of agile values and principles resulting in an inability to align the agile ecosystem. It introduces nine focus areas to overcome dark agile, including hyper-performing teams, team motivation, emotional intelligence, optimized flow, innovation, and product discovery/delivery synchronization. The document also provides examples of agile transformations at IBM and an insurance company that implemented agile development centers.
This document discusses management concepts including the roles and functions of managers. It defines management as the process of achieving organizational goals through planning, organizing, leading, and controlling resources. Managers perform various functions and roles in organizations. The key functions of managers are planning, organizing, leading, and controlling. Managers also take on interpersonal roles like figurehead and liaison, informational roles such as monitor and disseminator, and decisional roles such as entrepreneur and negotiator. Effective managers require skills like technical, human, and conceptual abilities. Management is important for organizational success and involves coordinating resources to meet objectives.
Oragnization development OD (INTRODUCTION)shagun jain
Organization development is the study of successful organizational change and performance. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation.
The document discusses why organizations should focus on asking "why" to improve performance. It provides explanations for why focusing on values and behaviors, reward and recognition, purpose and strategic alignment, measures and analytics, and employee engagement can help organizations perform at a higher level. The document encourages readers to reflect on these areas in their own organizations and make sure they are aligned with the organization's purpose and used to motivate and engage employees. It provides additional resources for readers who want to learn more.
This chapter discusses the characteristics and backgrounds of entrepreneurs. It explores who entrepreneurs are and examines their typical traits and motivations. Some key points covered include:
- Entrepreneurs are typically driven by a strong need for achievement and willingness to take risks. They exhibit traits like optimism, initiative, and perseverance.
- However, debates exist around whether entrepreneurs are "born" with these traits or if they can be "made" through environmental factors and training.
- Entrepreneurial motivations also stem from both "pull" factors like pursuing an opportunity or idea, or "push" factors like the need for employment or change.
- While entrepreneurship provides advantages like independence, it also
Summary for Managing Organizational Design Joseph Riad
This document discusses organizational design, change management, and innovation. It covers topics such as managing organizational change, creating a vision for change, developing political support, and sustaining momentum for change initiatives. Principles of change management are outlined, including the need to link change processes to business goals and view organizations systemically. Five key activities for effective change management are identified: motivating change, creating a vision, developing political support, managing the transition, and sustaining momentum. Forces for and against change are discussed.
This document provides an introduction to entrepreneurs and entrepreneurship. It covers the meaning of entrepreneur, evolution of the concept, functions of entrepreneurs including innovation and risk taking. It discusses types of entrepreneurs like innovative vs imitative. It also defines intrapreneurs as employees who develop innovative ideas within a company. The stages of the entrepreneurial process are outlined including idea generation, opportunity evaluation, planning, launch, and growth. Methods of generating ideas and creative problem solving techniques are also summarized.
Business Agility: Leadership, Teams & the Work - Jude Horrill - AgileNZ 2017AgileNZ Conference
This session covers the ‘why’ of the changing business landscape and how to make sense of it, the 'what' of the new leadership skills required and the 'how' of whole of business agility centred around fundamental shifts across three domains – Organisational Thinking, Design and Engagement.
About Jude Horrill:
Jude is a speaker, consultant, coach, translator and trainer on how we approach engagement in an era of disruption, complex social networks and increasingly uncertain and chaotic environments.
Passionate about better ways of working, she works with clients to adapt their approach to leadership, collaboration, change and communication so they can deliver change in a more responsive and collaborative way.
As Founder and Director of The Change Agency, Jude is the Principle Engagement Design Consultant, Business Agility Coach and Lean Change Facilitator and partners with others to build and deliver thought-provoking events and learning programmes.
In July 2017, she co-founded The Agility Collective in Australia and New Zealand, a boutique agency helping organisations build adaptive business. Her career has included senior executive roles working across Australia/NZ/Asia and the Pacific in financial services, technology, education, consumer services, community services, environmental services, tourism and broadcast media.
Jude is also a Founder of the Change Disruptors & Business Agility Forums in Melbourne, Sydney and Wellington.
Dr. G. Richard Patton is the featured speaker. He has been a faculty member at the University of Pittsburgh's Katz Graduate School of Business since 1976, where he teaches courses in entrepreneurship, innovation, and strategic management. He was also the president and CEO of an investment fund that specialized in early stage venture capital investments. The presentation overview includes topics on entrepreneurship, innovation, strategic management, and examples from companies like Google and GE. It discusses the importance of innovation, different types of innovation, traits of successful innovators, and building a systematic innovation capability in organizations.
1) According to John Kotter, traditional organizational hierarchies are not well-suited for environments where constant change is the norm. He argues that organizations need both a hierarchy to manage daily operations as well as a parallel, network-like system to drive strategic change and agility.
2) Kotter proposes eight "accelerators" that organizations can use to build a dual operating system, including creating a sense of urgency, forming a guiding coalition, developing a strategic vision, and removing barriers to action.
3) The document describes a case study of how consulting firm BB&A helped Kimberly-Clark Europe engage employees in bringing their new strategic ambition to life through a three-phase change process of co-
Keynote: Innovation, Leadership, and PsychologyIkhlaq Sidhu
This document discusses innovation leadership and psychology from the perspective of Ikhlaq Sidhu, Founding Director of the Sutardja Center for Entrepreneurship & Technology at UC Berkeley. The Center's approach brings executives and entrepreneurs into the classroom and labs to teach 1500 undergraduates and 100 graduate students. Their recipe focuses on mindset and behaviors rather than just business training. They have found that the key missing ingredient for innovation is behaviors and mindsets that allow people to utilize their core capabilities. The Center aims to provide depth in valued areas along with teaching entrepreneurial behaviors and mindsets.
Developing Innovative Work Behavior for Sustainable Competitive ExcellenceSeta Wicaksana
This document discusses innovative work behavior and employee creativity. It defines innovative work behavior as individual actions aimed at generating, processing, and implementing new ideas to increase organizational effectiveness. While employee creativity involves generating novel ideas, innovative work behavior also includes championing and applying ideas. The document outlines dimensions of innovative work behavior, including opportunity exploration, idea generation, idea promotion, and idea realization. It provides measures that have been used to assess these constructs and discusses how innovative work behavior differs from but relates to employee creativity.
Developing Innovative Work Behavior for Sustainable Competitive Excellence
Yin vs yang art of management v6
1. Yin – Yang: How Management and
Leadership Styles impact Business
Innovation
April 2013
Houston, TX
Lin Giralt and
Madeleine York
2. Agenda
• Introduction: Our conceptual framework
• Engage: Review of Management Theories and Leadership
Styles
• Energize: How Companies Innovate
• Empower: Some Ideas and How to Apply Them
2
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4. YIN YANG AND TAOIST THOUGHT 4
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5. Yin – Yang: the concept
• Taoist concept, two complementary
forces that make up all aspects and
phenomena of life
• Yin is a symbol of earth, femaleness,
darkness, passivity/reflection and
absorption
• Yang is conceived of as heaven,
maleness, light, activity, and penetration
• There are a series of five elements that
form the cosmos according to Taoist
philosophy
http://www.britannica.com/EBchecked/topic/653297/yinyang
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6. Yin – Yang: the concept… Appliedto Business
• Business Cycle – Dynamic Situation
• Complementary properties
• Competition – Checks and Balances
• Broad spectrum of competing
alternatives
• When to be guided by one
concept, the other, or integrate
both
http://www.britannica.com/EBchecked/topic/653297/yinyang
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7. Yin – Yang captures the concept of Cycle
7
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12AM
Midnight
Utmost Yin
12PM
Noon
Utmost Yang
6AM
Sunrise
Entering Yang
6PM
Sunset
Entering Yin
3AM
Night
Yin within Yin
3PM
Day
Yang within Yang
9AM
Day
Yang within Yin
9PM
Night
Yin within Yang
8. Cycles form the core of business
8
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12AM
Midnight
Utmost Yin
12PM
Noon
Utmost Yang
6AM
Sunrise
Entering Yang
6PM
Sunset
Entering Yin
3AM
Night
Yin within Yin
3PM
Day
Yang within Yang
9AM
Day
Yang within Yin
9PM
Night
Yin within Yang
Creation -
Innovation
Apogee /
Peak of
Growth
Decline /
Downward
trends
End of Cycle /
Preparation for
renewal
12. The Business Cycle also aligns with them
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Birth – Start
Up
GrowthMaturity
Harvest
Decay
13. Businessdecisionshaveto reconcileYin and
Yang and these fiveelements
• Authority/Independence
• Organization / Individual
• Producer/Client
• Qualitative/Quantitative
• Change/Continuity
• Innovation/Stability
• Long term/Short term
• Invest in Growth vs.
Harvest Dividends
13
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14. YinYangprovidesanewframeworktoevaluate
decisionsandprogress
• Yin-Yang enriches our way of working,
gives us a new perspective and may
drive better, more balanced decisions by
encouraging us to consider a holistic and
broad set of alternatives
• By presenting the concept of cycle, it
makes us aware of the temporal nature
of business
http://www.britannica.com/EBchecked/topic/653297/yinyang
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17. Yin-Yangconceptsapplyto Management
Theoriesand LeadershipStyles
Principles of
business
organization
How individuals
lead
How these
factors impact
Innovation
YANG YIN
Top Down Bottom Up
Standardized Customized
Authoritarian Participative
Rational Emotional-Intuitive
Action oriented Contemplative
Encourage or Discourage
17
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18. Yin-YangconceptsimpactInnovationin many
waysthat wewill explore
18
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Principles of
business
organization
How individuals
lead
Is the firm
organized to
permit change and
innovation?
Are leaders
supportive of
change and
innovation?
How these
factors impact
Innovation
20. Firstlet’s look at ManagementTheories
Management Theory
Leadership
Style
Impact on
Innovation
Principles of
business
organization
How individuals
lead
How these
factors impact
Innovation 20
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21. Management Theoryhasprogressedin one
hundredyears
1900 1920
Fayolism
1930
/40
Maslow
1950
/60
1960
/80
Taylorism Weber Drucker
Systems
2000
Source: Lambda International Consultants,LLC
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22. Taylorism:ScientificManagement
(1900)
• Decision-making under top
management.
• Standard method to perform
each job – stopwatch analysis.
• Select and train workers with
appropriate abilities
• Increased output is rewarded
with a wage incentive, or
bonus.
http://www.buzzle.com/articles/management-styles-list-of-different-types-of-management-styles.html
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23. Fayolism:ProcessApproach
(1920)
• Analyzed processes used in
manufacturing and service
industries
• Consultative and coordinated
decision making delegated to
the appropriate level
• Incorporated systems to
correct faults – a ‘learning
organization’
• Incorporated Quality Control
http://www.buzzle.com/articles/management-styles-list-of-different-types-of-management-styles.html
23
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24. Weber: OrganizationalHierarchy
(1930/40)
• Divided organizations into
hierarchies
• Recommended strong lines
of authority and control.
• Suggested organizations
develop comprehensive and
detailed standard operating
procedures for all routinized
tasks
http://managementhelp.org/management/theories.htm
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25. Maslow:NeedsHierarchy
(1950/60)
• Organized needs into a hierarchy
from more basic to most
advanced
• Self Actualization
• Esteem
• Belonging
• Safety
• Bio and Physiological
• Employers should provide a
workplace that encourages and
enables employees to fulfill their
own unique potential
http://www.businessballs.com/maslow.htm
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26. Drucker:Managementby Objectives
(1960/80)
• Participative goal setting, choosing
course of actions and decision
making among members of the
company
• Companies work best when they
are decentralized.
• Outsourcing for non-key functions
• ‘Knowledge worker’ concept
• Being useful to customers is main
goal, profit is a condition for
success
http://en.wikipedia.org/wiki/Peter_Drucker
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27. SystemsManagement
(2000)
• Views businesses as a collection of
parts unified to accomplish an
overall goal.
• Input – Throughput – Output – Feedback
• Materials – People – IT – Knowledge - Clients
– Competitors – Substitutes – Complements
= EcoSystem
• Has brought about a significant
change in the way management
studies and approaches its
organization.
• Strongly focused on the inter-
relation of all the parts, not just the
parts or elements in themselveshttp://managementhelp.org/management/theories.htm
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28. Thesemanagementtheoriesare not mutually
exclusivein practice
Management
Theory
Comments
Taylorism Still works at basic shop floor levels in simple
industries
Favolism Basic concepts used today, but within a more
complex approach
Weber Hierarchies and SOP’s are still with us, only in a more
fluid form
Maslow His novel insights are standard practice today
Drucker Knowledge worker, Outsourcing and decentralization
are watchwords in 2013
Systems Information Technology has energized this approach;
Managers view Eco-Systems to analyze relationships
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29. Whichare Yin/Yangor both?
Lets RaiseHands
Management
Theory
Taylorism
Favolism
Weber
Maslow
Drucker
Systems 29
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31. Nowlets look at LeadershipStyles
Management Theory
Leadership
Style
Impact on
Innovation
Principles of
business
organization
How individuals
lead
How these
factors impact
Innovation 31
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32. TypicalLeadershipStyles range from
Autocraticto LaissezFaire
•Autocratic or
Authoritarian
•Democratic
•Chaotic
•Delegative - Laissez
Faire
•Situational
http://www.buzzle.com/articles/management-styles-list-of-different-types-of-management-styles.html
http://EzineArticles.com/5066852
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33. Autocraticor Authoritarian: Complete
authorityis in one personor a small group
• Darwinian: (Hitler, Stalin) takes care of
employees if they perform according to
instructions, else……
• Paternalistic : (‘The Office’) cares about the
employees, often with over-average
compensation, in exchange for loyalty and
acceptance of company standards and
processes; may delegate secondary issues
to get acceptance and buy in
• Visionary (S. Jobs):focused on developing
new ideas and products. Generally have the
last word and control details
http://www.buzzle.com/articles/management-styles-list-of-different-types-of-management-styles.html
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34. Democratic:Decisionsare made after
consultingemployees
• Take into account the well-being of
subordinates and let them be part of the
decision-making process via consensus or a
"majority rules"
• Excellent for multi-disciplinary issues
• Bill Gates was an example of this, involving
employees in decisions and constant
contact via email
• Can lead to increased job satisfaction and
quality of work and reduced turnover
• But, decision making takes a long time,
could cost more and the majority's decision
may not necessarily be the best decision
http://www.buzzle.com/articles/management-styles-list-of-different-types-of-management-styles.html
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35. ‘Chaotic’or Highly Decentralized
management sometimesworks
• Google may be considered an
example of this
• Employees are given time to work
on their own projects/ideas,
without the interference of the
management, and this helps in
creating new innovations.
• Chaotic management style may be
adopted by a lot of companies in
the future as the management will
need to be in sync with the fast
changes in markets.
http://www.buzzle.com/articles/management-styles-list-of-different-types-of-management-styles.html
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36. Delegative- LaissezFaire is a variety of
Decentralizedwhere little guidanceis given
• Management communicates goals
and targets and employees or
associates can go about meeting
those targets in whichever way they
want.
• Communication is free and
unstructured, may be confusion and
anxiety.
• Need to be links and networks to
avoid duplication or wasting of time
and resources.
• Partnerships and project based
companies tend to work like this.
36
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37. SituationalLeadershipis flexible and adapts
to the circumstances
• There is no single "best" style of
leadership.
• Leadership style to choose depends
on
• The task at hand
• The competence maturity and capacities
of the team
• Commitment and motivation
• This leadership style accepts various
types of leadership:
• Telling,
• Selling
• Participating
• Delegating
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42. OurYin-Yang analysesare aligned
Authoritarian Styles tend
to be Yang; more open
ones to Yin or Yin-Yang
Modern management
styles tends to be more
Yin-Yang
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43. Exercises
• Questionnaire: What Management Theory does your business
represent?
• Questionnaire: What is your Leadership Style?
• Questionnaire: How strong is your Business Organization?
• Take 15 minutes to fill out and we can discuss 43
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45. Nowlets look at Innovation….
Management Theory
Leadership
Style
Impact on
Innovation
Principles of
business
organization
How individuals
lead
How these
factors impact
Innovation 45
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46. Innovationis not just a better Mousetrap!
• Innovation is not just a
better product, faster PC,
new WIFI
• It includes improvements
inside the company as
well
• Better internal or external
communications
• Better Incentive system
• Happier employees
• Innovation is possible
everywhere…
• Let’s begin now!
46
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47. Innovationhas long been an important
element in CorporateLeadership
• Harvey Firestone said ” Capital
isn't so important in business.
Experience isn't so important. ….
What is important is ideas. If you
have ideas, you have the main asset
you need, and there isn't any limit
to what you can do with your
business and your life
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48. Thebest companiesshowthere is a RIGHT
wayto Innovate
www.accenture.com/SiteCollectionDocuments/PDF/ConsumerProductsGroupPoV_103008_fnl.pdf
25 times more
products
7 times more
revenue
5 times faster
to market
Key Indicators
Top Quartile
Bottom Quartile
Top Quartile Companies
Top Quartile
Bottom Quartile
Top Quartile
Bottom Quartile
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49. Innovativecompaniesare more valuable
Rank Name EPS P/E ratio P/ Book P/Sales Mkt Cap $ D/E
5 Apple Inc. 42.54 15.51 8.04 5.74 618.48 0
N/A Hewlett-Packard -2.84 N/A 0.9 0.27 35.21 79.3
N/A Dell Inc. 1.69 6.3 2.1 0.3 18.46 103
86 Microsoft 2 15.41 3.88 3.49 258.54 18
7 Google Inc 33.73 20.57 3.92 6.05 226.92 7.23
Sources: HOLT, a division of Credit Suisse, in collaboration with Innovator's DNA LLC; Bloomberg; Thomson Reuters Fundamentals
and Worldscope via FactSet Research Systems. Cited in Forbes Magazine
S&P
Colgate
Henkel
Reckitt
TECHNOLOGY COMPANIES
CONSUMER PRODUCT COMPANIES
P&G
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50. Of multipleapproaches,twostandout: Google
andP&G
• “The anti-suit”
• One day a week devoted to
“individual ideas”
• Work in teams of three
engineers, self selected
• Use of state of the art
communications software
to create a peer to peer
network
• Peer to peer network and
top staff evaluate progress
of product development
• “Suits personified”
• Structured pipeline for
proposal generation and
follow up management
• Sets up multidisciplinary
units to manage and
direct emerging ideas
• Set up Connect +
Develop program to
manage external ideas
Analysis Lambda International
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51. Google’sculture can be seen in their offices
51
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52. Google’sprocessis bottom-up
“Organizational slack”
– one day a week for
personal projects;
forming teams
Team’s ideas were
critiqued by peers not
just managers
“Message Oriented
Middleware Application.” a
Web page and threaded
conversation to guide
internal projects
A monthly formal
revenue and staff
review reordering
product investment.
Strong incentives and
work ambiance
enhancements; large,
even multimillion dollar,
bonuses
Attract top, self driven
creative and innovative
people
A
A
Analysis Lambda International
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53. Beingopen to everyone’sideas, butusingdata,
seemsto be key …. A very Yin-Yangapproach
How Google solves problems
“On a Friday night, an engineer
went to the board and wrote
down the details of a
convoluted problem we had
with (the) ads system. A group
of Googlers lacking exciting
plans for the evening began re-
writing the algorithm within
hours and had solved the
problem by Tuesday.”
Why Google pages have 10
search results on them
• “Users unanimously said they
wanted 30 (results per page).
But 10 results did far better in
actual user tests, because the
page loaded faster. It turns out
that providing 30 results was 20
percent slower than providing
10, and what users really
wanted was speed. That’s the
beautiful thing about data – it
can either back up your instincts
or prove them totally wrong.”
http://www.thinkwithgoogle.com/quarterly/in
novation/8-pillars-of-innovation.html
Google's employee #16, Susan
Wojcicki
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54. … and build on the “8 pillarsof Innovation”–
also a Yin-Yangintegrationof principles
1. Have a mission that matters
2. Think big but start small
3. Strive for continual innovation,
not instant perfection
4. Look for ideas everywhere
5. Share everything
6. Spark with imagination, fuel
with data
7. Be a platform – use Open
Technology
8. Never fear to fail
http://www.thinkwithgoogle.com/quarterly/in
novation/8-pillars-of-innovation.html
Google's employee #16, Susan
Wojcicki
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55. P&Gis modern, but more conventional
55
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57. P&G’sapproachis institutionalizedand top
down– Systemsand MBO based– Yin-Yang
Massive Internal
Market Research
PLUS
External ideas
incorporated through
Connect & Develop
Unit
Focused Project Teams
within SBU; innovation
groups ensure
coordination
Detailed Business
Development Manuals to
guide projects top down
Integrated Strategy and
Operational Assessments
by top executives
A
Attract top, self driven
creative and innovative
people for management
and implementation
Analysis Lambda International
Tradeoff: Centralize
R&D or
Decentralize it with
potential loss of
scale and funds
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58. Googleand P&Grespondto different needs
• Vertical communications/
technological market
• Innovation = technological
invention = create
something new
• Consumer need not
previously identified
• Less short term profit
focused
‘Create as you go’
• Broad, horizontal consumer
goods markets
• Innovation = technological
invention + leverage across
categories = satisfy a
consumer need
• Consumer need probably
previously identified
• More short term profit
focused
‘Create to fill needs’
Technology
research
Market research
Analysis Lambda International
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59. Openor FocusedBrainstorming andInnovation
Tournamentsgenerate and filter ideas
Focused Brainstorming
Open Brainstorming
Value added
summation
Analysis Lambda International
TYPE TYPE
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60. Googleand P&Ghavesimilarities,integrating
Yin – Yang concepts
• Keep teams or groups small until
idea gains ‘traction’
• Give full Business Unit
authority/budget to these teams
• Integrate Innovation with Corporate
Strategy; have teams be multidisciplinary
• Have a product portfolio strategy
• Leverage core business capabilities
Analysis Lambda International
TYPE
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61. Theawarenessof Cyclesiskey in drivingand
implementingInnovations
• Start innovating
ahead of the
curve, before
products/services
become obsolete
• Yin –
contemplation
and development
• Yang – action and
launch 61
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Start thinking here –
when products are
Mature
Give the Innovation
time to develop here
Launch
Here
63. Whereare they goingnow?Crowdsourcing!
TheUltimate Yin-Yang toolworth$1 Trillion
• Crowdsourcing is the ultimate
Brainstorming tool – total Yin-Yang
• Open up innovation or design
challenges to everyone in the
world…well, just about
The McKinsey Global Institute in
its report “The Social Economy:
Unlocking Value and Productivity
Through Social Technologies”
estimates that leveraging social
technologies … could improve
productivity of high-skilled
knowledge workers by 25% and
contribute between $900 billion
to $1.3 trillion per annum “.
Logo design = 99designs
Brand names = namethis
Business innovation = Chaordix
Brainstorming / feedback = kluster
Advertising = Poptent
Product redesign – redesignme
Product design and manufacturing =
Ponoko
Software & usability testing – uTest
Data cleansing & entry / content
creation = Amazon’s Mechanical Turk
Images = Flickr Creative Commons
http://econsultancy.com/us/blog/4355-10-kickass-
crowdsourcing-sites-for-your-business
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64. Lessonsfor Small Businesses
• One great idea is worth a million
average ones
• Any firm can apply Principles of
Innovation
• Create a culture open to innovation
• “If you don’t do it and your competitor
does, you are in trouble.”
• “You are only as good as your last
innovation.”
Analysis Lambda International
TYPE
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65. Local Small Business Innovation
Examples
•Comments, anyone?
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66. Exercises
• Questionnaire: How Innovative is your Business Organization?
• Questionnaire: How Innovative is your Competition?
• Questionnaire: How important is Innovation in your Business?
• Take 15 minutes to fill out and we can discuss 66
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69. Whathavewe learned so far?
• Management Theories and Leadership Styles
offer seeds for Innovation
• Using principles aligned with Yin-Yang can be to
your advantage for achieving Innovation
is not only for new products, but the entire value chain
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70. Fayol’sProcessApproach: Innovationvia
the ‘learning organization’and BPR
• Quality Control, Organizational Learning and a
more democratic way of designing processes and
organization separated Fayol from Taylor
http://www.buzzle.com/articles/management-styles-list-of-different-types-of-management-styles.html
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71. Weber’s Hierarchy: Delegation breeds
Innovation
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Try to delegate as much as possible so you are not
indispensable
NOW FUTURE
TYPETYPE
Employee selection,
supervision, training and
compensation
72. Maslow’sNeeds Hierarchy:Innovateby
attendingto the Individual
• Individual within your
Organization
• Employees as internal clients
• How can you be more effective as
an organization by making
employees happier as
individuals?
• Examples of Innovation: Flex
workschedules, Shared Jobs.
• Individual outside your
Organization
• Have a better understanding of
your potential consumer
• How your service/product
benefits the consumer
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73. Drucker’sMBO: Make Innovationan
Objective.Habit creates culture
• Real, radical innovation happens when people are forced to
change. Make Innovation a goal of the Organization
• Innovation works more effectively when there is a top down,
organizational commitment to innovation. Your Leadership
• Sustained innovation becomes part of the fabric of the
culture. Habit creates culture
• Setting clear, distinct goals helps communicate the kinds of
innovation necessary. Sustained, continuous goals create a
culture of innovation over time
73
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http://innovateonpurpose.blogspot.com/2009/12/innovation-and-goal-
setting.html
74. SystemsTheory: Innovationcan be created
at the edges and insidethe organization
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Innovation in
interaction with
external elements:
Markets
Suppliers
Clients
(itunes)
Innovation in
interaction with
internal l elements
of the Value Chain
(outsourcing)
Innovation in
internal functions
and operating
procedures
(BPR)
Innovation in how
the entire System
functions
(Old IBM vs New
IBM)
Innovation throughout the entire EcoSystem
75. What is your Leadership Style? Is it
conducive to Innovation?
Too much Yin Too much Yang
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• Not clear about your
expectations or change
opinions too frequently
• Afraid to make tough
decisions – too much
leadership ’by Chaos’? Or
thought w/o action?
• Keep family members
employed in positions for
which they are not qualified
and/or block promotions for
non family members?
• Too tied down to one way of
thinking, not flexible in
adapting to business
conditions
• Afraid to delegate, too much
autocratic leadership?
• So authoritarian that
qualified people feel too
limited in their jobs and
leave?
• Action without thought
77. WhichLeadershipStyles and Management
TheorysupportInnovation?Our Vote!
Management
Theory
Authoritarian Democratic Chaotic Delegative Situational
Taylorism
Favolism
Weber
Maslow
Drucker
Systems
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78. DifferentManagementTheoriessupport
Innovationat the edgesand insidethe
organization
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Maslow, Systems
and Drucker
approach seem to
work well here
Fayol, Weber,
Drucker and
Systems approach
Taylor, Fayol,
Maslow, Weber,
Drucker and
Systems approach
Systems Theory
79. Innovationalso needspractical– not
theoretical- support
Element Impact from
Management Theory
Impact from Leadership
Style
Challenge &
Freedom
Does overall organization
permit challenges and
offer the freedom to
groups?
Does your style
encourage challenging
status quo?
Resources Are the resources available to Innovation groups
Good Work Group Do Innovation Work
Groups have the right
people from the
organization?
Are you as a Leader
involved with them?
Supervision - Direction Are they being correctly supervised and directed?
Organizational support Do Innovation Work
Groups have the right
organizational support?
Are you as a Leader
identified and aligned
with them?
http://www.skillscommission.org/wp content/uploads/2010/05/SourcesInnovationCreativity.pdf
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80. Principlesaligned with Yin-Yangcan be to
youradvantagefor Innovation
• Small multidisciplinary development groups with authority
• Integrate Innovation with Corporate Strategy using your
capabilities
• Product portfolio strategy
• Searching for innovation across the entire value chain
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81. Encourage Small Multidisciplinary
Development Groups
• Try to have all basic
disciplines
represented:
• Finance/
Administration
• Sales/Marketing
• Operations
• R&D
• Leader is selected
depending on the
challenge
• If your firm does not
have all these skills
in-house, consider
joining a Business
P2P group or calling
in your outside allies
and vendors
• Accountant
• Advertising firm
• Distributor 81
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82. Encouragediversityin yourstaff - Diversity
trumpsability
• “… diverse teams
outperform teams
composed of the very
best individuals..”
• Scott E. Page is Professor of
Complex Systems, Political
Science, and Economics at the
University of Michigan and
external faculty at the Santa
Fe Institute. He is author of
The Difference: How the
Power of Diversity Creates
Better Groups, Teams,
Schools, and Societies.
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Idea Generation
Homogeneous Individuals
Idea Generation
Diverse Individuals
83. Integrate Innovation with Corporate
Strategy and your key strengths
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Choose to innovate
where your firm is
most competitive
84. UsingInnovationto developa balanced
productportfoliois goodYin-Yang
High Price
Low
Volume
Ideal
High Price
High
Volume
Occasional
Low Price
Low
Volume
Low Price
High
Volume
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Innovate to fill in
gaps in product
portfolio
85. Teaming Finance,Marketingand Sales
canjumpstartInnovation
Short term
sales efforts and
targets
Long term
Market
opportunities
and
communications
Evaluation of business,
administration and
control of funds
How to sell
more
effectively
and efficiently
How to
market more
effectively
and efficiently
New products
and services
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86. Exercisesfor Small Businesses
• Try to obtain benchmarks of competitor’s performance…
any area or product/service you where you are not
within 5% of the best in class should be evaluated for
improvements - UH SBDC is a good source for information
• Participate in Peer to Peer groups and learn from best
practices in other industries and among your peers
• Your Chambers and affinity groups
• Do a vertical time-line analysis of your own business and
products:
• Where have costs gone down? Profitability up?
• The creation of “Connect and Develop” structures to
access outside resources may be critical. Small firms may
not have enough resources internally to develop
Innovation Programs
• Hold “Innovation Tournaments” and investigate
“Crowdsourcing” – No one will be sent to the dungeon…
or thrown to the dragons.
TYPE
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87. Conclusion:
• One of the key roles of a Leader in Business – or any other
enterprise that wishes to be successful - is to recognize and
marshal ideas from within and outside the organization.
• Those who can convert Organization into Innovation and
drive improved Competitiveness are the true Leaders of our
Businesses and our Society.
• Looking at your business through the concept of Yin-Yang
can help you evaluate and integrate the different parts of it
• Yin-Yang makes you
• sensitive to the impact of your decisions,
• aware of the business cycle,
• alert to more factors of the equation and
• opens up more and better holistic solutions and opportunities
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88. PS. Someresourcesyoumay find useful
• Ted.com an innovation and change based website
• http://www.ted.com/
• Maria Bartiromo has an innovation show on CNBC
• http://www.cnbc.com/id/17169877?__source=vty%7Cinnovation%7
C&par=vty
• A US Government site on innovation and small business
• http://www.sbir.gov/
• European Business and Innovation Network
• http://www.ebn.be/
• Innovation tournaments
• www.innovationtournaments.com
• Crowdsourcing
• http://www.cambrianhouse.com/
• http://weblogbetter.com/2012/06/20/awesome-crowdsourcing-
websites-around-the-web/
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