hr’s role in driving cultures of innovation d magnuson 10 4 2011

MN SHRM Conference Presentation

Debby Magnuson, CPI Twin Cities

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Best brand of the decade:

Best marketer of the decade:

Best product of the decade:

Source: Ad Week

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"Innovation has nothing to do with how many R&D dollars you have. When Apple came up with the Mac, IBM was spending at least 100 times more on R&D. It's not about money. It's about the people you have, how you're led, and how much you get it."

- Fortune Magazine, Nov. 9, 1998

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Market dynamics

Competitive positioning/differentiation

Enhancing performance

Customer/stakeholder needs

Organizational culture shifts

Others from the HR point of view?


“Change that creates a new dimension

of performance.”

- Peter Drucker

“If I had asked the public what they wanted, they would have said a faster horse.” -Henry Ford


Asks all job candidates, “Tell me about something you‟ve invented.”

“I look for people who believe they can change the world. If you believe the world can change, then it‟s not a stretch to believe you can be a part of it.”

On the importance of culture, “Most companies‟ errors are acts of omission instead of acts of commission.”

“It‟s very fun to have a culture where people are willing to take these leaps. It‟s the opposite of the „institutional no.‟ it‟s the institutional yes.”


Jeff Bezos Amazon

Creativity + Risk Taking = Innovation

-Dr. Jacqueline Byrd, CEO Creatrix, Inc.

www.creatrix.com

(used with permission)


http://www.creatrix.com/

Our brains like to: ◦ Create repetitive paths

◦ Recognize patterns

◦ Fall into habits (neural pathways or “ruts”)

Creativity ◦ Requires pattern breaking,

“track jumping”

Well-worn pathways can

block taking a new

approach.

As pathways become more

familiar with time and use,

it takes more effort (&

stress) to jump from one

to another.

The essence of

creativity is to force the

jumps, or notice when

they spontaneously

happen.

Leaders can help or

influence others to

make those jumps.

“Innovation is foremost a commitment of resources to an uncertain future.”

-Jeffrey Phillips, Innovate on Purpose blog

Case study: hiring the right talent in a global environment

We don‟t know what kinds of people will be most successful.

We may need folks who think laterally, across lots of tasks, rather than deeply about something narrow.

We may need people who are from different backgrounds.

To get the best and brightest, pay has to be related to what these people can get in the market, not what seems fair through the lens of the historical business.

-Adapted from Forbes Online, Innovation Killers, The Status Quo Police


Many of the rewards for HR are for doing things right ◦ Legal compliance

◦ Accuracy in pay and benefit practices

◦ Fairness and consistency in policies

But doing things right is the enemy of creativity! ◦ Break it if it isn‟t broken

◦ Color outside the lines

◦ “Get messy—make mistakes!”


The range of comfort with risk-taking is huge across a spectrum from no risk to the true Type T (thrill-seeking) personality.

Back to the hiring case study—how can you mitigate the risk?

Examples of risks that paid off? Didn‟t pay off?

What happens to people in your organization who make mistakes?


Copyright © 2011 Career Partners International. All rights reserved.

“The way we do things around here.” “The body of learned beliefs, traditions,

principles and guides for behavior that are commonly shared among members of a particular group. Culture serves as a road map for both perceiving and interacting with the world.”

“The soup in which we live”

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◦ Language

◦ Norms (humanly created rules for behavior)

◦ Values

◦ Beliefs and ideologies

◦ Social Collectives (groups, organizations, communities, institutions, classes, societies)

◦ Statuses and Roles (slot or position within a group or society)

◦ Technology (if and how it is used)

Source: Geoffrey Moore

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“What people are doing during the work day is what is being rewarded.”

-John Austin, Educator, Los Angeles Public Schools

“Every system is perfectly designed to the get the results it gets.”

-Dr. Paul Batalden


Work in groups of 4 or 5. Discuss these questions: ◦ What factors in organizational culture build and

support innovation?

◦ What kills innovation?

◦ Thinking about your current organization, which of these factors apply?

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“Associational Thinking”

Questioning

Observing

Networking

Experimenting

-Source: Dyer, Gregersen, & Christensen, The Innovator‟s DNA, 2011.

“Enlightened trial and error succeeds over the planning of a lone genius.”

-IDEO, shopping cart innovation, 1998


Embrace risk, don‟t avoid it

Sacrifice existing successes to develop new ones

Face the future, don‟t rest in the past

Empower product champions

Foster internal competition

Provide incentives for enterprise

- Advanced Institute of Management (AIM), 2009


“Trust is the first law of the innovation culture”

- Bryan Coffman

Always be a team player

Go through channels

Produce—get results

Source: Dr. Jacqueline Byrd, Creatrix™


Recruitment Hiring On-boarding

Performance Management Coaching & Mentoring Developing High Performers

Retention Engagement Training & Development

Compensation & Benefits Advising Executive Team Policies & Procedures


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3 4

Move into groups of 4 people—your group will be assigned to one of the quadrants of HR roles.

For each of the issues in your quadrant:

1. What makes innovation challenging?

2. What opportunities are there to innovate?

3. What is HR‟s role in driving innovation in this area?


Hiring: ◦ Is there room for people who walk to the beat of a different

drummer? ◦ Do you encourage managers to hire for innovative traits?

Advocacy / Consulting with Executives: ◦ Do you protect and advocate for people who have taken

unsuccessful risks? ◦ Can you speak up for long-term goals, even in the face of

short-term disappointment?

Rewards/Incentives: ◦ Are risk-takers rewarded? ◦ Are there benefits for sharing creative ideas? ◦ What behaviors are rewarded in your comp/incentive

system?


2,700 employee Human Service and Public Health Agency serving a major city & suburbs

ROWE program started in April, 2009—1,800 are trained on and doing ROWE

Union workforce—have to record hours

“…the people who aren't doing any work rise to the surface very quickly. When people have these work standards, there is no way to disguise who is not working.”

- Deb Truesdell, Mgr., Hennepin Cty Human Services

Copyright ©2011 CPI Twin Cities Inc. All rights reserved


Is anybody being asked about their ideas?

Do staff know about the need for ideas and innovation?

Are people rewarded for their ideas and contributions?

-Richard Branson, founder, Virgin Inc.


http://www.innovationtools.com/pdf/Building_the_Innovation_Culture.pdf

www.creatrix.com, Dr. Jacqueline Byrd, CEO.

http://www.changeboard.com/content/2600/Six-ways-to-build-an-innovative-corporate-culture/

http://innovateonpurpose.blogspot.com/2007/06/role-of-hr-in-innovation.html

http://www.ilr.cornell.edu/cahrs/

http://www.businessweek.com/magazine/content/06_17/b3981401.htm

http://www.forbes.com/sites/adamhartung/2011/05/25/innovation-killers-the-status-quo-police/

The Innovator‟s DNA, Jeff Dyer, Hal Gregersen, Clayton M. Christensen, HBR Press, 2011.




http://www.creatrix.com/

























http://www.ilr.cornell.edu/cahrs/http://www.businessweek.com/magazine/content/06_17/b3981401.htm















hr’s role in driving cultures of innovation d magnuson 10 4 2011

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