Innovation is a hot topic these days. What creates an innovative culture; one that drives your next blockbuster product or service? How do you identify the talent and set the stage to foster innovation? The IndustryWeek article titled Where Is Your Company’s Next Big Idea Coming From? focuses primarily on driving innovation in a manufacturing setting. The article, though, presents a view of talent management that I think applies broadly:
Looking at how people ‘flow’ through an organization there are three stages; recruiting and integration (now being called onboarding), development and retention. During each stage people can contribute — from fresh perspectives during recruiting — to a better understanding of customer needs during retention.
Each stage provides opportunities to create an environment where workers feel safe suggesting ideas both good and bad. For example, during onboarding ask employees to walk the plant floor and write down any problems they see or things they think could be improved. Do it before they understand the processes.
During recruiting and integration, a lot of time is spent having new employees learn about the enterprise policies and procedures, code of conduct, what is expected of them and what they can expect from the organization. Many times this can be perceived as “this how you need to conform.” It can be more effectively communicated as places where input is welcome.
In the retention stage, create an environment where supervisors catch people doing something right, rather than focusing only on catching mistakes. Make idea implementation part of every leader’s role. It should involve building an environment that encourages ideas, helps employees develop knowledge and sharpens employees problem-solving skills to increase the quality and impact of their ideas.
