This was a really interesting post to think about, but not the easiest to write. The reason, you simply can't switch on a culture of innovation. There's also no silver bullet. Trying to force it will likely mean your innovation efforts end in failure and making no effort means you'll end up like Kodak or Blockbuster.
This is one of those posts that were made for me and for that I thank you Brightidea. I write that because if we've ever met, or you've read some of the posts on the site or when I was using Medium, when and if you watch the hangout below (it's one hour), you might recognise a bit of me in it.
When you're working with innovation management, one of the things you have to know quite clearly is what innovation will look like. There are several factors to consider and yes, this is one of those posts that will be part of a series or maybe even a PDF you can download.
Engaged employees come up with more innovative ideas, more often. And even though this makes sense, it's also backed up by Gallup with years of research. And we all know how research is a catalyst for change.
Do you work with innovation and are you based in Sweden? Two simple questions and if you can answer yes to both then you need to be aware of Innovationsledarna, it's an association with the aim of driving common issues for professionals leading and organising innovation efforts at companies in Sweden.
Innovation has long been a buzz word. Three days after Bill Gates popularised the phrase "innovate or die", way back in 1996, we suspect there were innovation consultancies popping up everywhere. Joking aside, it's only the past few years that the boardroom has enabled employees to work with it the way most are today.
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