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Cultural Accelerators for Innovation – the three Rs

Fast Company has another excerpt of my book, Relentless Innovation, looking at factors that drive more innovation awareness into the culture of an organization.  I’ve titled these factors the three R’s, recruiting, retraining and rewarding.

First, you need to consider the staff you have and their relationship with the culture.  It’s possible your staff is highly attuned to efficiency, and you need more people with more creativity and innovation.  You’ll need to recruit a new type of person, and perhaps define new kinds of roles to bring new thinking into the organization.

Second, you must capitalize on the great people within your organization, restoring a balance between innovation and efficiency.  This means you should apply as much training to innovation and creativity skills as you do to efficiency and productivity skills and tools.  What would happen if you placed the same emphasis on innovation when offering training to your team as you did to efficiency?

Third, you must put compensation plans in place that reflect the outcomes you want.  If you want more innovation, then your evaluations, compensation schemes and reward structures must reflect the value that innovation has for your business.

Every Human Resources and Talent Management executive, take note – innovation is very important, and the role your team plays to support the three R’s – recruiting, retraining and rewarding – will determine how much innovation is possible in your firm.


About ovoinnovation

Jeffrey Phillips is a senior consultant with RTI Innovation Advisors and the author of Relentless Innovation, OutManeuver and Make us more Innovative.


One thought on “Cultural Accelerators for Innovation – the three Rs

  1. After reading this blog, I just realized, why a well-funded ‘Innovation’ movement, where I had worked before, did not produce any tangible results. The business model and culture, was tightly coupled to efficiency. People were recruited, groomed and compensated based purely on that basis. And twice a year, people were reminded of ‘efficiency’ because if they did good, based on the their IPMs (individual performance measures), which obviously reeked off efficiency, they got their bonus and if they didn’t, they got the boot instead. No wonder then, the movement didn’t go anywhere!!!

    Posted by Tariq Elsadik | June 5, 2012, 6:10 am

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