Innovation as Wikipedia describes is a change in the thought process for doing something, or the useful application of new inventions or discoveries.It may refer to an incremental emergent or radical and revolutionary changes in thinking, products, processes, or organizations.
Lets have a look at a new insight of Innovation:
Nothing else – It’s the work that motivates
“Passion comes from what you contribute rather than you get”
Seeking Joy in work is motivation which ultimately leads to many innovative practices and success. If we enjoy what we do, the creativity is even higher and so are the rewards.
Knowing your mission, having a vision, a Purpose can bring the joy in the work you do.
One has to create an environment for nurturing such zeal towards one work, where your passion can be safely articulated. And who else then our creative and innovative HR professionals who can bring the change in the environment where one can explore new areas.
It happens in most of the organization where even the highest paid employees have left in search of challenging assignments and autonomy to pursue areas of interest. Just look at your Organisation, go through the Exit Interviews questionnaire (if they are filled with utmost sincerity.
The role of rainmaker
Idea generation, championing and coaching are very generic terms but if utilized properly for the creation of high performance and innovating organization it can result in profit making, high performance oriented organization.
The rainmaker is also known as knowledge champion who is working towards technical expertise, know how and grasping vast knowledge.
There are many organizations those does not give an opportunity to gain professional and peer recognition and lacks in holding the hands of their key players, who then leave for another better opportunity.
Innovation requires an open culture. It requires an environment where people can stand up and say, “Boss it’s not working”.
In many Organizations fear of reprisal is a huge challenge and that is the reason employees are not encouraged to say no or ask questions. For practicing a culture of innovation sometimes many old practices have to be abandoned, but it can only work properly when there is openness in the organization.
I have heard people say that it’s not in the official meetings that most of the things are discussed or decided.
Innovation is a process of failure
Failure?? The word itself sounds scary, why? What is wrong with the word?
Why cannot we accept failure as a positive word where we can get another chance of improvement or doing things in a better manner?
It’s because since kindergarten we have been told not to fail. Our education system has not given much importance to learning but more importance is given to clear the exams.
3 IDIOTS is a good example for what I am trying to explain here. Innovation is directly related to failure, and is a continuous learning process, where you need to experiment, research, assess, reflect, experience some more and yes fail. But no we have been conditioned to avoid failures and so the Real learning and Innovation.
Assessment of Learning
Assessment of various practices and acceptance of failure is very important. Correct assessment will bring down the efforts and money that go wasted by many organizations.
As a Human Resource expert, we should develop a strategy where the assessment of learning is done in an accurate manner. Most organizations do Assessment for evaluation and not assessment for learning.
It’s all interrelated if we have open culture, if we adapt to changes, if we assess our learning process for fair learning we should adapt to the culture of encouraging failures which leads to Innovation.
Thus, to have innovation imbibed in your organization stand up, plan an outing, take your team(higher management team first of all), show them 3 idiots and you bet if they understood the moral correctly you surely have beginning of a new culture.
Notably, the Discipline of Innovation is practiced best in Art and science. For example:
Einstein had failed and innovate many new things, so is Thomas A. Edison who invented bulb, there are many such examples.
If we can accept the failures in those fields, then why not in Human resource management or in our Organizations.