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Leadership, Innovation Culture Characteristics, Barriers to Innovation…
Leadership
Excel at teamwork
Personal interests aside
Ignore personal reputation
Scale and move with team
Prioritize the company
"Is this what's best for the company?"
Empowering employees
Allowing freedom to innovate
Considering stakeholders
Investors
All employees
Customers
Managers
Executives
Collaborating
Move quickly
Startup culture
Empower movement
Let employees know they have
freedom to move
Set clear deadlines
SMART goals
Display vision with employees
Founder strategies
Empower with a future vision
for the company
Vision for the future
Long term goals
5 Year
1 Year
10 Year
6 Month
20 Year
Considering all stakeholders involved
CEO
Investors
Employees
Forward thinking mindset
What do we need in the future?
What do we need that we don't currently have
What do we want in the near future
What do customers want in the near future?
Expertise in desired field
Industry
Technology
Current trends
Market
Demographics
Competition trends
Company
Past initiatives
Future iniatives
Courtesy on where things could evolve
Value diversity and inclusion
Avoiding groupthink
Echo chamber
Similar perspectives ignores innovation
Not challenging thoughts
Races
Backgrounds
Trust in employees
Delegating tasks
Senior Management
Mid-Level management
Entry level-management
Execution from base employees
Reviewing processes
to ensure efficiency
6 Month Reviews
Annual reviews
Monthly reviews
Challenge the status quo
Doing things differently
"That's the way we've always done it"
Showing possible opportunities
High profits
Increase customer base
Increase brand awareness
Drive down costs
Beating competition
Forward thinking
Evaluating competitors
Challenging the status quo
Set aspirational goals
Empowering employees
YoY growth
Avoiding stagnation
Based on historical data
Increase by realistic %
Crave information
Constantly learning
Asking questions
"Explain like im 5"
Not feeling stupid for asking questions
Data lover
Historical data
YoY performances
Customer trends
Purchasing behavior
Retention rates
Conversion rates
Market trends
"how does this apply
to my company?"
Data trends
Innovation Culture
Characteristics
Aspire
Willingness to change
Setting proper goals
SMART Goals
Specific
Measurable
Attainable
Realistic
Timely
Hedging risk
Considering budgets
Future earnings
Historical budgets
Ensuring rewards are high enough to make work worth it
Choose
Volume
Throw against wall... something will stick
Small budgets, large amount of tries
Pickiness
Being very particular about results from projects
Risk
Hedging risk
Embracing risk with minimal budgets
Avoiding risk with sensitive budgets
Carelessness
Trying things without much thought, something will work
Discover
Customer needs
Market studies
Existing customer data
Existing customer demographcis
Customer reviews
Customer wants
Unrealistic
Poor expectations
Disappointment
Area for consideration
Realistic
Implementation
Market feedback
Profitable?
Cheat code to successful market
Evolve
Trying new things
Understanding your ideas
aren't always best
Considering that there may be large markets
that have not been considered
Acquisitions
Amazon > Twitch
Facebook > Instagram
Emerging markets
Tesla
Twitch
Accelerate
Startups
Rapid movements
Beating competition
Quick approvals
Jump off the cliff, build a plane on the way down
Conservative views
Bureaucracies
Personal opinions
clouding innovation
Slow approvals
Top down
management structure
Large-cap companies
"This is how
we've always done it"
Scale
Rapid growth
Managing cash reserves
Managing supply chain
Effective forecasting schedules
Lots of guesswork
Slow growth
Plans on transitioning
to rapid growth
A/B testing to ensure that scaling is
cost-efficient
Extend
Utilizing networks
What can they do for me?
Specialized help
Funding
Unique perspectives
Additional partnerships
Third-level partnerships
What can I do for them?
Strategic partnerships
Funding
Reach
Insight
Mobilize
Cover vast landscapes
Reach as many people as possible
Unique perspective volume
More hands = more help
Think tank
Innovation labs
Like-minded individuals
Silicon Valley
Tech startups
Apple
Microsoft
Salesforce
Facebook
Barriers to Innovation Culture
Lack of shared vision
Incongruence in communication
Stakeholders do not understand
changes when they care about a different category
Disagreements
Not on same page
NO understanding of why things need to change
Short term thinking
6 Months
We have to move quick
Theres not enough time to think about the future
We have to catchup on current tasks
1 Year
Still not enough time to plan for true innovation
Expanding staff
Would alleviate short term plans
Allow lower level staff to handle execution while planning
is done by management
Lack of ownership by senior leaders
Going with the flow
Handling day to day tasks
Short term thinking
Only concerned with the "now"
No committment
When talked to, don't share the vision
Does not empower employees
Does not care for innnovation
"This is the way we've always done it"
Will not backup I-Agents when disagreements are had
NO understanding of why all of the change is needed
Leadership expects quick payoff
Does not understand innovation is long-play
No one told them
They're cheap
Never innovated before
Having to be told to innovate
Poor expectations set by I-Agents
Realistically consider all factors
Have harsh conversations
Be prepared to disappoint
No reward/recognition programs
No reason to continue innovation
"Why does this affect me?"
Lack of empathy
Pain for various stakeholders
"I dont care"
"Not my problem"
Lack of critical thinking
Lack of empowerment
No understanding on human nature
Not realizing subordinates are largest allies
Humans are reward based
Reward for minor tasks
Reward for accomplishments
Change Agents
4E's Methodology
Educate
Help show WHY change is needed
Historical data
Current pain points
Current areas for improvement
Show your journey to help them understand
Communication skills
Change management
Empathy
Managing uncomfortable emotions
Engage
Show employees you
are leading the change
Share vision for innovation
Share excitement for future
I-Agents understand vision and project onto rest of organization
Empower
Taking ownership & responsibility
No blame-games
Larger stake in innovation
No feelings of "I don't want to do that"
Sole responsibility means career growth
Find what motivates employees
Exploit that to show them you are there to give them reign on the innovation
Enable
Create environment that welcomes change
Absolutely no harsh questions
Allowing change to happen
Embracing change
Probing questions to ensure proper change is happening
Who are the change agents?
Find people in organization
who care
Advocates for change
Will empower and
backup initiatives for change
Leading others
Influences other
employees for positive change
Show them your journey
Allow them to
share the journey
They will follow in
your footsteps
Want to see change
Not willing to do
anything to make it happen
Track their progress for spreading
innovation motivation
Timely reviews
Discussions on how to improve
Feedback from employees