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Innovative organizing

Innovative organizing. Tomas Hellström. Innovative organizing – What is it?. ’Not traditional, big-business’ organizing ’Takes a different kind of leader to start a new activity than to run an old one’ Another kind of drive or motivation? Other values? Other loyalties? Behaviors?.

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Innovative organizing

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  1. Innovative organizing Tomas Hellström

  2. Innovative organizing – What is it? • ’Not traditional, big-business’ organizing • ’Takes a different kind of leader to start a new activity than to run an old one’ • Another kind of drive or motivation? • Other values? • Other loyalties? • Behaviors?

  3. Shared vision, leadership and will to innovate • Requires energy to overcome inertia and determination to change the order of things (e.g. NIH, core rigidities etc.) • Identification and interpretation of weak, potentially disruptive signals • Ability and will to help people with ideas and keep them around • Able to articulate vision so as to change mindsets and (re)focus energies

  4. Shared vision, leadership and will to innovate, cont. • Long-term management commitment to projects. • Acceptance of risk and uncertainty • ”Top-management commitment does not always mean being active agents present in the venture”

  5. Creating appropriate organizational structures • Not as simple as ’programmed’ vs. ’nonprogrammed structures • Innovation and entrepreneurship include corporate wide tasks (production, marketing, administration, purchasing etc.) • From differentiation to ’de-differentiation’? • Informal coordination mechanism for knowledge integration (brokers, quasi markets, boundary spanners, parallell working, etc).

  6. Creating appropriate organizational structures, cont. • Mintzberg’s entrepreneurial organizations: simple structures (Apple in the early years) and adhocracies (NASA) • Stimulate ’network organizations’ (clustering, learning clubs, cooperative supply-chains, NPD consortia) to promote ’collective efficiency’ and ’technological learning’ • Note that issues of risk sharing, locus of decisions, conflict resolution and knowledeg capture must be addressed by through network governance.

  7. Stretching training and development • Beyond training for processes and equipment • Takes the role as motivator – A source of personal value • Incentive to take ove the role of money or even promotion to power • Opportunity for empowerment • From know-how to know-why • Stimulates the ’habit of learning’ (e.g. LO)

  8. High involvement in innovation • Ideas of improvements from the whole of the organization can increase efficiency and lead to new products • Sustained incremental problem solving among highly involved staff (Kaizen) • Grassroot involvement increases the transferability of ideas in the company • ’Policy deployment’ – connecting high-level strategic goals with specific tasks and targets that individuals can engage in (in a ’cascade process’)

  9. Creative climate • Everyone posesses creativity, but the style of expressing it varies • Great inventions matters, but everyday hundreds of small problems must be solved creatively for a new innovation to take form • Creativity can be learnt through exercises and games

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