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If we are to get out the future of the global financial crisis on any one of the world needs a new wave of innovation and the formation of an opportunity, growth and generation for the present and hope for the future. For decades, companies have stifled innovation behavior from within their ranks, through a potential culture, promote and reward compliance. Some organizations have taken positive actions, from this position, but they are not enough to ensure our future.
Company has bought, and the ability to have a negative impact on their bottom line on hold innovation. Rather than embrace them, these new innovations may be regarded as undermining their plans. Therefore, the World or wait until the company is preparing to introduce products, or in the worst may never receive the benefit of who knows how to simply bury the management of a minority because of a selfish decision, and many innovations.
Employees in innovation, we need to ask ourselves how many of the ideas to improve millions of dollars in the process, technology and the quality of our daily life is an employee produces per year. How many of these ideas implemented? Does this have any impact on our lives are the lives of people follow?
Successfully brought an average of entrepreneurs / new inventions to market products or services is a daunting task. They need their own venture capitalists around the eagle and other potential sources of funding, every step of proprietary information presented. If they end up in the same or similar industry, the company's discussions, have their ideas stolen or copied the opportunity is too comfortable.This is an unfortunate fact that most companies do not trust an employee's intellectual property or external entrepreneurs or invention.
Most speakers at the end of potential funding sources and "No", or at best, and we will get back to you. At the same time, their idea is a security risk, so that each increase access to them. Many inventors are too inward through the process, and therefore, the idea of sitting on a great many years. Is the inventor of the social risk of losing their passion and return anything they are doing before, because it is much easier than trying to make a difference.
Most people work for small businesses. But big companies have systems, personnel and resources to successfully cultivate and launch new products. Therefore, we have a case of conflict, the establishment of the required large companies to ensure our financial and ecological future, but not taken from the culture of innovation within the ranks or, not to mention the entrepreneurs and inventions from the outside home.If the resources of large corporations do not change at their disposal to meet the innovation, we will discuss what went wrong ten years from now.
We all know that in business, if you continue to do the same thing, at best you will get a similar result, you should prepare for your company losing market share, and began to show signs of financial stress. Organization is aware of this, but do not know what kind of change, as an innovative channel. Most companies have a belief that innovation is doing the same thing only better and faster.This does not mean that they need to stop what they are doing, creating the risk of water entering difficult to estimate, but it does mean that companies need a complete healthy balance of innovation into the business model and traditional enterprises. If you do not, we can see the other to the assistance of the Government, it will be difficult for the public can not tolerate a second round of the hands of large companies.
To meet the significant and long-term changes will be incorporated into the implementation of innovation, companies need to change in many aspects. Like all large companies change, this should be implemented in time and increment, to ensure that the change is adopted by the company in the cultural and institutional. We have become accustomed to being impatient, and a lot of things to learn from the total population, for large enterprises, adopt new mode of operation can be taken to adjust priorities and plans for many years.
The first phase of this evolution is to obtain labor force participation. Most are now part of the labor force out of them from the company, spent a lot of time thinking and action to pay personal problems. Their employee benefits sector participation, is that they get serious inclusive innovation efficiency and who have paid to the action and the former do.This is a necessary first step, because the logic of the state, you can not take any more tasks, until you deal with the existing good. The same principle applies to the entire organization.
Significant consequences of this stage is when you stop to think, even one hour a week of productivity per employee increased by 4.0 million employees organization equal to the payroll by 1000 fewer people! For the motives of the people of one of the most successful acts, is their ability to control their own results. This is the current national focus on optimization, through some changes and facilitation skills training process is relatively simple.
Changes in the second phase of the company can only be executed once, first realized, otherwise the organization will attempt to promote local business is not the correct basis. Now, companies need to learn how to manage ideas. This is an educational as well as system solutions, as most people need to learn what they are able to do.
Generation of our workforce in accordance with the work of master / slave relationship, where the workers will continue to follow up the chain of command orders. Obviously, the organization of work in developed countries more easily than say 100 years ago, but still remain the same. In people's behavior in this environment is simply a response to stimuli, such as a set of rules, management style, culture and command hierarchy.
Through education, they can think, that they can initiate new things, is the first real task of the second phase. In line with this, the company installed the system to deal with, because they are created by the employees think. These same systems can be used to attract foreign inventors and entrepreneurs think.
A final stage of organization and management innovation can really protect their own futures and the futures of all employees. This is the third stage, the installation of a high level of cultural change and policy-making company, all of the strategic decision to provide a variety of input matrix, which increases the probability of success of all major initiatives. We will leave this one on another occasion.
David Freund http://www.davidfrood.com/ spent 16 years consulting, medium and large enterprises to implement the change program. During this period, he reasons within the team and staff did not tell them of new products, services, markets, and improve workflow and creativity of the idea of employers.
He found that staff did not pass, because the three main reasons for their ideas:
1. They will receive very little, if any idea is that if compensation
2. Another employee may steal their ideas
3. Safety may be at risk of activities other than work through participation in their description of a
David's book, said: "rethink" its attractive offer to employees to capture and handle the idea of resolving these issues. An enterprise's reform plan can help organizations transform into "the company's thinking." The program is delivered under license to all known business consulting firm.
He also discussed the issue, you can order: http://bureau.espeakers.com//votf/viewspeaker17015
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