While many organisations talk about their need to be innovative, few follow a structured approach towards building that capability. Organisational innovation is different from an individual innovation as it needs many groups and many functions to collaborate towards the same vision.
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50 Rules of Organizational Innovation
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50 RULES OF ORGANISATIONAL INNOVATION
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“The reasonable man adapts himself to the
world; the unreasonable one persists in
trying to adapt the world to himself.
Therefore all progress depends on the
unreasonableman.” GEORGE BERNARD SHAW
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Raman Kalia
Innovation | Experience | Engagement
Consulting | Workshops | Strategy
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HAVE NO SILOS
Silosarewallsthat inhibitconnections. No connections.nodiversity.Nodiversitynoinnovation
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PLAY MORE
Notaclassroom.But aplayground.
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KNOW ITS DIFFICULT
Use the term innovation appropriately.They are aware that
you cannot innovate everyday and in everything every time..
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HAVE A COMMON DEFINITION
Everyone in the organisation has a common
understanding about its purpose and meaning
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CONTINOUSLY LOOK FOR INSPIRATION
Conscious of the world inside and outside. Looking at the best and the new for TheNew
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VIBRANT
Offices are fullof life, withbright colours, bubbling
with energy and vibrancy.
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FLUIDITY
Ease of flow and natural unplanned people connections are
consciously, scientifically anddeliberately planned
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MAKE IT VISIBLE
Innovation is made visible to the internal world .Todemonstrate
commitment to the concept. Talk doesn’t inspire. Walk does.
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SELF DRIVEN CULTURE
Employees driven as much byintrinsic motivation and
sense of autonomy asmuch as by rewards & recognition
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RULES NOT LAWS
Aware that current practices are suggestions relevant bya
present thinking and not immutable laws
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ALWAYS FEEL THREATENED
Innovative organisations believe that their existence
is always under threat. Never feelsafe.
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HIRE “T” PEOPLE
NOT “I” PEOPLE
mastery is not confused with not knowing anything else. Not industrial
age workers but knowledge agedeep expert employees with diverse interests
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HIERARCHY AGNOSTIC Every voice is important.And heard.
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CONVERSATIONAL Not a command&control system
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HAVE PATIENCE
Give ideas time to grow. Nurture them to be strong&succeed.
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COLLEAGUES. COWORKERS. FRIENDS.
Innovationneedslackoffearof
judgement.AndFriendsdon’tjudge
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FREEDOM TO THINK
Andamechanismfor freedom to act onthat thinking
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SHARE IDEAS No fear of losing credit
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SHARE KNOWLEDGE No hoarding of power through information
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OPEN CONVERSATIONS
No fear of being branded
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SEE IDEAS
Prefer to see ideas and not just hear ideas. Valuedoing.
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CREATIVITY & INNOVATION IS NOT OPTIONAL
It is mandatory. And part of everyone’s job profile.
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NO SUPERHERO DELUSIONS
Leaders who don’t think they haveall theanswers.Always
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“NOT IN
INDUSTRIAL AGE”
Understand people working styles, environments, expectations are different
from the efficiency led behaviours preferred during the industrial age
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KING BRUCE
Believe in continuous efforts. From different perspectives
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CREATIVE STUDIOS Office designs don’t showafactory thinking but
a scientific lab or a creative studio design thinking
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MAKE TIME FOR INNOVATION
As there is time to work and time toplay, similarly there is time for efficiency
and time for innovation.
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HIRE CHARACTERS
Not humans who are expected tobehave like machines
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KNOW EACH BEYOND JOB TITLES
Know their skills& talents. Knowyourdiversity.
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APPETITE FOR RISK-TAKING
Encourages experiments. Encourages failure.
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ENCOURAGE INDIVIDUALITY
Don’t treat themselves asaprisonwith defined rules
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LEADERS WHO LISTEN
Leadership that knows ideas are democratic
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INNOVATION IS NOT RANDOM
It is planned and is a specific effort.
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NOT SOLID STRUCTURES BUT LIQUID FORMS
The physical spaces are designed to be fluid
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ACKNOWLEDGE MISSED OPPORTUNITIES
Know when the bird has flown. Not delusional about truth.
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ACKNOWLEDGE EFFORT
And not just the results
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A CONNECTED ORGANISATION
Single ecosystemdriven by the same vision
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ATTRACT THE EXTREME EXPERT TALENT
Innovation is anact of driven motivated experts. Experts being the operational word
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EXTREMELY HIGH ENGAGEMENT RATE
Employees who consider it asa dream place for their talent
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WORLD IS MY PLAYGROUND
Not limited by category.Or industry. Orgeography. In thinking
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ENCOURAGE INTERNAL COMPETITION
But ensure it builds no personalanimosity.
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DEFINE GOALS
Sets innovation expectations.And path.
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NOT CYNICAL
Work hard to ensure that employeesdo not turn cynical about culture
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INNOVATION IS TEAM SPORT
Understand the myth of lone genius andreality ofGroupGenius.
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BUILD NEW CAPABILITY RELENTLESSLY
Continuous development of thee talent
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BREAK ALLEN’S CURVE
Bridging distance between people
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THIRD PLACES
Understand every employee engagement opportunity andtry to
make itmeaningful for them and theorganisation
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FEAR OF REDUNDANCY
Innovation is not just the love for thenew.Thereal
truth ofinnovation is fear of being dead
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About Us in Brief
We are based out of Bangalore. We are an
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Imagescourtesyhttp://gratisography.com&https://unsplash.com
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thought collaborators
Raman Kalia
Managing Partner
Mobile:+91 9742223518
e-mail: raman@mimamsaconsult.com
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