Innovators and Intrapreneurs - Talk in Istanbul, Turkey
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My talk on corporate innovators and intrapreneurs.
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Innovators and Intrapreneurs - Talk in Istanbul, Turkey
- 1. Innovators and Intrapreneurs www.15inno.com 15inno by Stefan Lindegaard at LinkedIn Groups stefanlindegaard@me.com Twitter: @lindegaard Hey! Freebookson 15inno.com!
- 3. Faster pace, shrinking window of opportunity, less time for cash cows Open innovation, business model innovation is key for becoming competitively unpredictable! We need a more holistic approach to innovation!
- 4. What is open innovation? “…a philosophy or a mindset that they should embrace within their organization. This mindset should enable their organization to work with external input to the innovation process just as naturally as it does with internal input” Open innovation as a term will disappear in 57 years!
- 5. Change how we innovate Be competitively unpredictable Develop the right conditions and framework
- 6. Free workbook on 15inno.com
- 7. Intrapreneurs and innovation culture!
- 8. Only a truly burning platform or fully aligned executives can change an innovation culture! No networking culture? No innovation culture! - future winners get communities to work! Organizations must embrace experimentation – and the failures that come along with it!
- 9. 20% free time: You can’t copy this! Open up: Difficult, but the only way forward! Grass-root: Big potential if supported properly! Top-down: Go from event to capability to culture!
- 10. Intrapreneurship is an overlooked tool: “Intrapreneur: a person within a large corporation who takes direct responsibility for turning an idea into a profitable finished product through assertive risk-taking and innovation.” American Heritage Dictionary, 1992
- 11. The Man on The Moon competition • To identify and develop new ventures thatcreatessignificantgrowth and/orstrategicadvantages • To spot and develop talent • To change the culture and establish”intrapreneurship” as a fourthcareerpath
- 12. Discovery – Incubation – Acceleration: Have the right people at the right time!
- 13. “…an intrapreneur must have the ability to see and pursuepossibilities by piecingtogether innovations acrossthreeor more business functionssimultaneously.” Paul Campbell, former VP, HP
- 16. Great paper online (e-mail me!)
- 17. A career path for trouble-makers? “When someone tries to innovate within a traditional organization,few will understand what he/she is doing, but everybody will understand who is a troublemaker. After the innovation has been embraced by the organization,few will remember who started it, but everybody will remember who was a trouble-maker. This is the dilemma encountered by many intrapreneurs -they risk punishment for success.” David Nordfos, Stanford
- 18. You need a common language / understanding to frame and work with the issues!
- 19. Every corporate culture is innovative! Find the pockets, build the foundation and perception
- 20. No networking culture? No innovation culture! - future winners get communities to work!
- 22. Networking efforts require direction, training and time. Most executives do not get this.
- 23. Organizations must embrace experimentation – and the failures that come along with it!
- 24. #1: What kind of failure are we talking about? #2: Insights from a survey #3: Impact on the corporate culture #4: Q&A Full recorded webinar: www.innocentive.com
- 25. System failure (collapse of communism) System component failure (stock market crash) Major firm failure (Enron going out of business) Start-up failure (Pets.com going out of business) Product failure (New Coke tanking) Idea failure (Apple Navigator protype, no launch Credit: Tim Kastelle
- 26. “Two types of failure: - honorable failure is where an honest attempt at something new or different has been tried unsuccessfully and - incompetent failure where people fail for lack of effort or competence in standard operations.” Credit: Paul Sloane
- 27. Developing a culture that is constructive about failure requires a new vocabulary. Smartfailing When an organization embraces smartfailing, it de-stigmatizes failure internally and uses failure as an opportunity to learn and to find a better course.
- 32. There are no quick fixes because the top executives that got us into this mess are not ready to lead us out of it!
- 33. Too much focus on products, technology Unrealistic expectations on time, resources Lack of resources in budget, people, infrastrucure Silo rather than collaborative approaches Poorly defined innovation strategy (if any)
- 34. Develop a better understanding of your situation More transparency, communication, new terms? Develop processes (learn how to learn) Reward behaviors, not outcomes if you want change
- 35. Organizations must identify skills and mindset needed for a stronger innovation culture
- 36. They do not innovate on the innovation process! They do not develop their mindset and toolbox! They lack the courage to speak up! They lack communication skills and efforts!
- 39. 1) Intrapreneurial skills 2) Networking talent 3) Communication skills 4) Strategic influencing 5) Adaptive fast learner 6) Balanced optimism 7) Tolerance for uncertainty 8) Passion
- 40. It must be a key objective for corporate innovation teams to educate – up as well as down!
- 41. A CFO is wary about investing in the training and education of the employees. He asks the CEO: ”What happens if we invest in developing our people and then they leave the company?” The CEO is a bright person and replies: ”What happens if we don’t and they stay?”
- 42. If you want to change a culture, you should reward behaviors as well as results! TBX(O) – Sometimes middle-managers hinder innovation just by doing their job! Work the internal and external stakeholders become better communicators on innovation! People first, processes next, then ideas!
- 43. Some exercises / discussion
- 47. Get in touch! www.15inno.com 15inno by Stefan Lindegaard at LinkedIn Groups stefanlindegaard@me.com Twitter: @lindegaard Hey! Freebookson 15inno.com!
- 49. Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley
- 50. Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley
- 51. Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley
- 52. Source: Open Innovation Executive Survey Frauenhofer and UC Berkeley
Editor's Notes
- It would be good to have some context of when intrapreneurs work and how companies should idenfty, nuture and reward them and what are the circumstances when they don’t work and are couterproductive?