How relevant is talent for innovation?

By April 12, 2018 Culture, Talent

How relevant is talent for innovation?
Today, every organization is working on innovation. There are tons of blogs, books and articles out there. There are labs, trainings, accelerators, but the life for corporate innovators is not getting easier. Not so much, or in fact very little attention is paid to innovation talent.

From our everyday practice, we get the clear impression that it is hard for companies to find the right people and it is also hard to retain talent.  Frequently we hear innovators being dissatisfied in their role and in the corporate landscape. In a research Capgemini found out that finding the right people is actually a key constraint to innovation success.

What is remarkable, is that in working with startups we see that the one thing that always stands out the most to investors is the team. Where as in corporate innovation there is a lot of talk about organization, methods, processes and management.

We all know that also in corporate innovation a great team will make the difference, and that many projects are slowed down or killed by teams not performing well. As Eric Ries himself puts it,  a startup is ‘a human institution designed to create a new product or service under conditions of extreme uncertainty’.

As a former intrapeneur and coach to intrapreneurs I am convinced that the motivation and passion of innovators is the key success factor. They need to have a ‘Founder’s Mentality’ (Bain & company). These are the ones operating under conditions of extreme uncertainty, fighting the battles, keep on pushing forward on a daily basis. We are talking about the special forces in your organization, and special forces need to be trained, continuously. They can only succeed in their tasks when the team members are motivated and fit.

What can you do about it? One way is to equip talented innovators with the right skillset and mindset. To connect them with peers so they can exchange their challenges and frustrations. Learning is among the largest drivers of employee engagement and strong workplace culture, not merely a way to build skills.

A new type of employee learning is emerging that is more “consumerlike” and that brings together design thinking, content curation and an integrated model offering an end-to-end designed learning experience. (Deloitte, Global Human Capital Report). This is exactly what we are developing for innovators.

We call it ONTREK. Trekking is a journey undertaken in areas where there are usually no means of transport available, usually on uncharted paths, in challenging environments. It is just like innovating. And you can be part of this adventure. Contact us and ask for ONTREK.

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