I hadn’t thought much about health pathology innovation until we started to work with a statewide health pathology service in Australia. They provide pathology, forensic, and analytical services for hospitals and justice systems throughout their state.
Every year, IdeaScale hosts the global Innovation Management Awards and honors winners in three different categories: engagement, process, and implementation. We see these categories as the cornerstones of any successful innovation program, so the winners this year actually excel at each of these things.
The first time I heard Stephen Delo speak, it was at the Australian Intrapreneurs Summit. He was talking about some truly fascinating ideas: how 3D printing could be used at sea, possibilities for drones, new methods for making the Royal Australian Navy more sustainable, and beyond.
Every year, one question tops all the others that our customers might bring to us: how do I increase engagement in my innovation community? We see this question even in the most robust and activated innovation programs.
It is neither the business models nor the products that are innovative, but rather the minds behind them. Hence, nurturing a culture where people are willing to generate and execute on creative ideas is an essential skill for every innovation leader.
If you are an HR expert, think of how secure your job would be if you were dealing with fully-satisfied employees. If your team members love and enjoy their posts, you will love yours as well. As stubborn as some employees can be, most of them would like it if you appreciate their efforts regularly. A happy employee will be productive and efficient, no question about that.
Managing innovation is a big role that puts a lot of weight on the shoulders of management teams. Depending on how much a company cultivates an innovative culture and environment, innovative ideas either go through chains of command, or are workshopped in specific departments.
Are your employees underperforming? This happens even to star employees when they don’t feel motivated to do their job anymore. Luckily, great managers can drive employee engagement by reconnecting with their workers. To boost engagement, you must find out what drives the people to do their best job every day.
According to one survey, about 45 percent of all working people in America telecommute at least part-time. Most important reasons why this is so being the fact that this kind of work allows one to adjust their work hours to their day-job and in this way become a stream of side-revenue. Therefore, it is more than clear that remote workers, freelancers in particular, are becoming a significant portion of the workforce you cannot afford to neglect.
Company culture is an extremely important component of a healthy business. Culture serves as the personality of the organization and has a huge impact on the company's reputation with both internal employees and externally with customers and clients. In addition, workplace culture can influence an employee's productivity and results. Companies who focus on building a positive culture will reap the benefits of a motivated and high-achieving workforce as employees will feel much more contented and connected at work.
Want to improve your leadership skills? Well, you can start by talking less and listening more. While your oratory skills may impress some, your ability to listen will impress even more. Great leaders understand the importance of surrendering the floor. Unfortunately, most leaders choose to dominate the conversation with rhetoric and fail to engage in proper communication, which requires listening.
It is the duty of management to ensure that the human capital they are responsible for are working productively. Appropriate recognition of excellent work by employees is a huge part of having a happy and productive workforce with less turnover. If employees are starting to work less efficiently, it may be time to reinvent management practices to rejuvenate your company culture.
Innovation initiatives have a habit of causing excitement and expectation; the organisation is trying something different and wanting to do new things. Senior management are anticipating the brand new shiny ideas, and front-line employees can’t wait to be rid of their daily frustrations. So what could go wrong? However, in all this excitement, there’s a group that is usually neglected in the engagement strategy – the middle managers. Often it’s assumed that these managers will support all the company initiatives. It’s their role to toe the line and make sure others do. They’ll buy in surely? Actually, they don’t.
Engaging in collaborative innovation by participating in activities such as ideation challenges can put community members at odds with the carrot-n-stick incentive and power structures that exist in every organization, including those that ostensibly support a culture of innovation. As the sponsor of your organization’s program for collaborative innovation, you can structure rewards in ways that give your community members the space and resources they need to pursue ideas to fruition. In this article, community architect Doug Collins helps you think through the process of defining a rewards structure for a basic ideation challenge that respects the innovators and collaborators who contribute.
If you want to change the culture of the organization then one of the best ways to do it is to praise the behaviors you want to see. If you want your people to be more adventurous, more entrepreneurial and more innovative then make a point of singling out for recognition those people who are acting like that, says Paul Sloane.
