Complacency kills…big time!
Two weeks ago I was invited to talk to a group of marketing and MBA students at INIDE University about what it takes to make innovation happen inside established organizations.
As I mentioned in a previous post, nothing prepares you for reinvention. There is no class, course, workshop that teaches one how to “unlearn” old habits and skills which only use is to maintain the status quo. …
As a leader, to enable innovation in your teams, you need to create the conditions necessary for innovation to happen. That means setting bold goals, providing support and getting out of the way; but it isn’t easy.
A common innovation challenge inside established organizations is getting out of people’s way to let them put their talent to use and develop ideas that could change the course of the company.
A common strategy that is executed to overcome this challenge is to create a dedicated innovation team, one that doesn’t work on core business challenges; rather it is given time to find the next revolution by letting them play with ideas. …
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Bill Walsh is a towering figure in the history of the NFL. His advanced leadership transformed the San Francisco 49ers from the worst franchise in sports to a legendary dynasty. In the process, he changed the way football is played.…
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What are the most important leadership skills? According to a study, the ability to inspire and motivate others is most important at all levels.
Enthusiasm is a powerful trigger to create forward progress, but a recent study points out that most bosses kill meaning; which means they don’t inspire. There’s a good reason why:…
The importance of innovation is increasing each year. Some companies are establishing their internal and external innovation teams, focusing more on developing a culture of innovation. This is a change. It is not easy. Resistance can occur due to some practical and psychological reasons inside the organization.…
Call it brilliance, talent or anything you want, it exists and shouldn’t be taker for granted. If you don’t value brilliance, you don’t value innovation. I wrote that post a few weeks ago and it hit a nerve. It sounds harsh, but it’s true. How true?
Here’s an example……
Mobilizing and energizing a culture is predicated on the organization clearly understanding the vision, mission, values, and goals. It’s leadership’s responsibility to involve the entire organization, informing and inspiring them to live out the purpose the organization in the construct of the values.
On this episode of the Big Bang podcast I chat with Shawn Parr, CEO of Bulldog Drummond, on how to mobilize company culture.…