how hr can create a culture of innovation
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An overview of trends and how aTRANSCRIPT
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Creating a Culture of Innovation Presented by Kevin Wheeler
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Fewer Constraints - More Choice
Little Choice Scarcity/Control
Much Choice Surplus/Freedom
Information Communications Purchasing options Education/Learning Lifestyle Entertainment Food Transportation
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3 Emerging Biggies!
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Age of Collaboration & Community
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n 20th Century: n Control information
n Cloak it in secret/File patents
n Do it all yourself
n 21st Century:
n Open sharing of information
n Transparency
n Share/partner/co-create
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Collaborating/Crowdsourcing
n A way to . . .
n Do complex, ambiguous, multicultural work
n Find scarce talent
n Seek multidisciplinary ideas
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Rise of the Creative Class
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-Thomas Malone @ MIT
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Top 10 Countries 1. Singapore 2. Netherlands 3. Switzerland 4. Australia 5. Sweden 6. Belgium 7. Denmark 8. Finland 9. Norway 10. Germany
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Optimistic Empowered
Ambitious
Confident
Passionate
Loyal
Communicators
Resourceful
GEN Y VALUES GO MAINSTREAM
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GEN Y’s
n Work for love, not money
n Attracted to opportunities, not status
n Look for challenge, not tenure
n Demand that work be engaging & fun, not drudgery
n Believe work is NOT location specific 13
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Blurring of Employee/Work Boundaries
Free Agents & Employees
Work, Leisure,
Home Enterprise, Partners, Suppliers, Customers
Consultants
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Flexible Work Patterns WORKER
TYPE TODAY WITHIN 3
YEARS
Regular 85% <50%
Part-time/Flextime
5% 10-20%
Sometime 1% 5%
Contractor 5-10% 15-20%
Consultant 5% 10%
Insourced 5% >20%
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7 IDEAS
What Can HR do to drive
innovation?
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1. Remove Barriers
n HR policies aligned to support innovation. n Encourage learning/exploration
n Allow easy internal movement
n Hire for innovative mindset
n Punish rigidity, chain of command thinking
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2. Foster Collaboration
n Use collaboration tools/platforms
n Move away from email
n Encourage sharing of ideas/brainstorming
n Focus on Accountability-Based Influence (ABI) n Facebook
n EmpireAvenue
n Rypple
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3. Leverage Analytics
n Use data to look for opportunities & uncover needs & predict the future.
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4. Pioneer New Models of Leadership
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The Emerging Leadership Model
n It’s Concurrent n Several may co-lead at the same time based on skills
or experience
n It’s a Collective activity n Many leaders /leadership of the team
n It’s Collaborative n Shared ideas/collective decisions
n It’s Compassionate n Emotion is allowed, Differences honored.
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5. Flatten the Organization
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• Eliminate layers • Broaden spans • Shrink headcount • Reach across the globe • Build networks
Core
Trusted Partners
Consultants/Specialists Partners
Partners
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6. Honor the Oddball
n Seek out the mavericks, the loners, those with unsupported ideas & give them opportunities.
n Find people who can n Deal with ambiguity
n Analyze the complex
n Live with interdependencies
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7. Experiment Often & Fast
n Try new ideas – use pilots and test groups
n If something seems counter-culture, give it a try.
n Be open to new technologies that could enhance collaboration, communication.
n Never punish failure. Learn and move on.
n Encourage the entire firm to embrace change.
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IBM “HR ThinkFuture”
n Think of talent as a cloud, as mobile, possibly working for IBM in the morning virtually and someone else in the afternoon.
n Focus on developing leaders with multicultural competence.
n Use social media as an HR tool replacing periodic performance reviews and enabling daily, continuous feedback.
n Use predictive analytics as an innovation tool.
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“Stay hungry. Stay foolish.” -Steve Jobs