01.08.21
Eat, Sleep, InnovateTHE potential for innovation exists within our organizations. The problem is the culture doesn’t support it. Our organizational cultures tend to prioritize today over tomorrow. How do you make innovation as natural as eating and sleeping? Just something you do; part of your organizational culture? The authors of Eat, Sleep, Innovate—Scott Anthony, Paul Cobban, Natalie Painchaud, and Andy Parker—contend that the solution “requires focusing people’s daily habits through a series of interventions, and then ensuring that the new habits stick and scale.” We have to change the culture. And that doesn’t begin by copying the relics of highly innovative companies. We must deal with the source of the problem so that innovation and the manifestations of it arise organically from the culture of the organization. Their definition of innovation is “something different that creates value.” That’s distinct from invention. A light bulb is just a light bulb until it creates value. “Until you have turned a spark of creativity into revenues, profits, or improved performance, in our eyes, you have not innovated.” What does the organizational culture need to support?
What holds us back is fear and inertia that often the outcome of our successes. This inertia becomes the shadow strategy that is ingrained in our culture. It undermines anything we might say or attempt to do otherwise. “The shadow strategy quietly tugs and budges a company down a path of perpetuation, even if circumstances demand something drastically different.” And that kills innovation. The antidote to all of this is to break old habits and form new ones—and in effect, change the culture. To this end, a team at Innosight began collecting examples of interventions that promoted better innovation habits. They gave this collection the acronym: BEAN or: Behavior Enablers: Direct ways to encourage and enable behavior change
In Eat, Sleep, Innovate, they list 101 BEANs and cover, in detail, over 20 to help you design BEANs specific to your organization. There are six key ingredients to a successful BEAN:
BEANs encourage behaviors that build culture. Build a culture in your organization where innovation is the natural result. A place where people can bring their best to the assets of the organization and create something new that has value and impact. BEANs help to “shrink the challenge” into “micro shifts of change.” Like us on Instagram and Facebook for additional leadership and personal development ideas.
Posted by Michael McKinney at 07:10 AM
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