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Home > Innovation: Hire people you don’t like — and don’t jump on bandwagons!

Innovation: Hire people you don’t like — and don’t jump on bandwagons!

I recently discovered that I was quoted in one of the Phillipines major business journals, BusinessWorld, n an article, “Biggest Business Innovations Engines of Innovation” published back in February.

It’s always great to see the media pick up on a few of the key themes that I am always trying to hammer home to people — there’a s lot of very simple and basic guidance, that often seems so obvious, that can help organizations get on the right path with their innovation efforts.

So it is with the two points that are referred to in this article.

They picked up on two key themes that I often focus on, and it’s worth pointing them out:

Stagnation will also buy a company a quick ticket out of business. According to futurist and innovation speaker Jim Carroll, the most original firms and industries are those that experience very high velocity, or a lot of fundamental change at a fast pace. For them, this is a necessity in the face of various trends and challenges – whether it’s to address shorter product life cycles, to keep up with ever-changing customer expectations, or to collaborate with a partner organization and leverage their skills.

Taking notes from firms that evolve at such a pace is one way to rekindle that creative spark. Curiously, Mr. Carroll has noted that these sources of inspiration are often found in completely different sectors from one’s own.”

I’ve often suggested that companies try to deepen their creative pool, either by studying innovation in completely dissimilar industries, and event o the point of hiring people you don’t like. Otherwise, you can simply get stifled with the sameness that comes with unoriginal thinking. I’ve even suggested to people that rather than going to the same old conferences every year, they should pick one or two events from entirely different industries in order to site their creative juices.

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I also find that too many organizations get caught up in fads when trying to innovate. Certainly that is true right now with social networking; while it is certainly important, I think too many are jumping in without a clear idea of what they are trying to do. This was referred to in the article:

On the other hand, Mr. Carroll has warned against blindly pursuing the latest innovation trend, a common trap he has called “bandwagon innovation.” If taking the hip approach ends in failure, it can derail any creative progress the company has made so far.

By then, employees may become too disillusioned and burned out to try out the next “in” strategy. A company’s real free-thinking workers are not compelled by the “slogan-based management” that comes with bandwagon innovation, and will hardly be enthused when they see their execs following the crowd.”

 I’m also referring to situations in which I’ve seen a company or organization form a special innovation team. They start up their project, go into a special room — and everyone wonders, ‘what’s up?” This fails because it makes innovation special; it makes it seem like it is something you do once as a project; it is just wrong on so many different levels. Innovation is a corporate culture — an attitude driven from the leadership that continually challenges everyone to ask themselves, “what can I do to run this better, grow the business, and transform the business.”

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