How To Create A Culture Of Innovation And Learning

by:INDUSTRIAL-MAN     2019-10-04
When it comes to innovation, companies need to deliver results faster than they did a few years ago in order to keep up with the competition they face and the pressure of customer expectations.
In addition to the range of product changes and customer expectations, the company is also considering a daily retirement rate of 10 000 baby boomers, which will only accelerate technological changes and an unstable geopolitical environment.
In this context, leaders must create an organizational environment that integrates innovation and change into their organization.
When we talk about companies that do well, we hear a few different terms: agile enterprise, \"learning\" organization, and a new culture are just a few of them.
These environments follow five key cultural and structural strategies. 1.
A pleasant customer organization should seek customer advice and develop a process to evaluate and prioritize customers who are most likely to achieve their goals and stay ahead of the competition.
This suggestion came from my earlier collaboration with Malcolm Baldridge\'s quality assessment.
Although this has been the practice that has been adhered to for many years, how the company implements it has changed.
How do you first see ongoing feedback on priorities and customer satisfaction?
Are you building a relationship with a customer that can be best described as a partnership?
Communicate with customers regularly.
In addition, formal feedback is regularly sought. 2.
Organizations that actively cooperate mustby-
Step handling of cross-departmental workfunctionally.
All relevant departments should remain informed and work at the same time as normal business processes.
Cooperation organizations create higher
Quality prototype-
They do it faster.
In addition to the collaborative structure, it is important to create an environment where each team member feels safe and encourages them to contribute.
They should also feel that they should contribute their best work at any time.
This collaboration contrasts with organizations where \"special people\" contribute more than others.
My client builds the project to ensure that all team members or subject matter experts are included.
The team also conducted a vibration assessment to ensure that they constantly create an environment where everyone feels included and supported.
What are you doing to measure your culture and agreements to ensure that all members are involved and feel safe to share their insights? 3.
The strict experimental team must study and ask questions.
Develop solutions.
However, these should not appear in the form of long-term studies, as many of them take a year or more.
By shifting attention to scientific methods, the team learns to make assumptions, test them, and learn and improve solutions quickly.
Pay attention to the word \"rigorous.
\"I realize that the idea of the experiment is very counter-cultural and it can be costly if it is not done well.
When teams develop skills in rigorous experiments, they change their perception of the experiment.
An example is a group that organizes work.
They provide mentors and trainees to ensure that people get the support they need to learn new processes.
This guidance ensures that team members contribute quickly and quickly develop the skills and comfort of new behaviors.
Do you have challenges and opportunities that you can solve faster by taking a more scientific approach, perhaps by shortening analysis and starting experiments? 4.
Accelerate decision-making and learning in this environment
Production is a partner in strict experiments.
Team members must make the best decision as soon as possible.
These decisions must be open.
The examination of the new information surface.
This means that decisions should be constantly improved.
In order to continue learning, the need for \"correct\" must be put aside.
What used to be called \"flip flop\" is now called \"learning \".
\"An example of flexible decision-making --
Making is an organization that provides training to help participants combine databased decision-
Use the power of both by intuitive decision making.
They make decisions in due course to support the experimental process.
When the experiment is conducted, the participants learn and, when appropriate and updated, reconsider the previous decision. 5.
Building adaptive and resilient leaders and employees must value adaptability, flexibility, and curiosity.
All these skills and abilities support one\'s ability to navigate.
Employees must remain flexible and focused in the face of constant change.
They need the ability to make colleagues feel comfortable and supportive so they can adapt to planned and unplanned changes with creativity and focus.
It\'s not enough to just tell people to be more resilient and then expect them to respond to 20 hours of emails a week.
I used to work with an organization that trained individual resilience and then had the working group have multiple discussions on what they needed to do to support individual resilience.
Whether your organization has reached a clear agreement on topics such as the expected response time of the email, including in the non-work hours?
Protocol is a good way to test the organizational factors that drive and inhibit resilience.
Make your organization more innovative and transformative
Friendliness requires a structured effort to update your culture and the systems and protocols that support its functionality.
By clarifying how your organization promotes these five elements, you will make great progress in becoming an innovative organization.
Custom message
Chat Online 编辑模式下无法使用
Chat Online inputting...