The DeSai Group's 3 Core Principles on Innovation are:
1. All is One
- Everything is connected. Innovation requires one to see what is not seen or being ignored. Innovators must find deep interconnections and interdependencies - at the level of macro and micro - within an organization. Real innovators understand that their work has ramifications beyond what is currently being visible.
2. Thoughts --> Words --> Action --> Outcomes
- Future Thinking brings awareness of what is possible. This causes development of ideas, both incremental and radical. When ideas get mobilized in form of passionate energy, it leads to new business conditions. Therefore, new thoughts creates new outcomes. To succeed with innovation, people must practice Future Thinking.
3. Everyone is Creative and Innovative
- All human beings have the ability to create - from birth. When we create, we find meaning and purpose in our work.
For more, feel free to check out:
The DeSai Group: http://www.desai.com
Blog & Downloads: http://www.strategydriveninnovation.com
In today's crisis we need out of the box thinking to move ahead. Looking at the past on how we got this horrific financial melt down is critical. Everyone is asking how are we going to get out of this mess? Who is going lead us out? Who will rise as the leader? Will it me the world bank? National Treasury Leaders? McCain? Obama? Or will it be the (God forbid) "W"?
To get out of this mess, every business is going to have to become more innovative and drive new ideas to the market. Harvesting on old ideas and incremental thinking is going to kill you sooner then you think. So, what will you need to do first?
Hire some 'freaks'. Yes, you heard me! Hire 'freaks' to shake up your organizational culture.
Here is what Tom Peters (http://www.tompeters.com/) says about freaks:
Why Do I love Freaks? - By Tom Peters:
(1) Because when Anything Interesting happens … it was a freak who did it. (Period.)
(2) Freaks are fun. (Freaks are also a pain.) (Freaks are never boring.)
(3) We need freaks. Especially in freaky times. (Hint: These are freaky times, for you & me & the [fill in whoever you want here]....)
(4) A critical mass of freaks-in-our-midst automatically make us-who-are-not-so-freaky at least somewhat more freaky. (Which is a Good Thing in freaky times—see immediately above.)
(5) Freaks are the only (ONLY) ones who succeed—as in, make it into the history books.
(6) Freaks keep us from falling into ruts. (If we listen to them.) (We seldom listen to them.) (Which is why most of us—and our organizations—are in ruts. Make that chasms.)
Tom is one heck of a communicator, isn't he? Most people in corporations are 'most people' and not 'freaks'. If we had 'freaks' as per Tom, our corporations would not have been normalized to the level of greed, manipulation, selfishness, and chaos that has resulted into a global financial meltdown.
Feel free to view a short clip of Tom Peters speaking on Innovation by clicking here
CEO Bottom-line: Go hire some 'freaks' and fire all the 'ruts' that got you in this mess.
Recently I spoke at a conference that had about 150 human resources, talent management and talent development executives. I asked them how many of you are offering and teaching explicitly today creativity and innovation classes to your employees. The answer was 2 out of 150 raised their hands!
Unfortunately, we as businesses are not giving time and attention to creativity and innovation.
First and foremost, the journey to becoming a Living Organization is not a short, quick or fast journey. It is hard to find organizations that have demonstrated what it is like to be a Living Organization and create a living culture.
The following steps are fundamental towards building a living organization:
1) Recognizing that this is a journey. The book, Innovation Journey provides a good account of this journey.
2) Realizing that it is not something you can go outside for and bring it in for implementation such as Six Sigma which can be brought in to optimize of your business process. Living organizations are geared towards unlearning which helps to provide more time and reflection towards creativity. Realizing that is a creativity and innovation journey about being alive.
3) Recognizing that this approach is top-down. It starts from the top of the ladder at the level of the CEO, board of directors and senior executives who must demonstrate what it is like be a part of a living organization. Authentic leaders in the organization must start out by clearly demonstrating their leadership. Once they have succeeded at that you can tell others about it. Individuals at the top of the organization must become fully aware of what a living organization is all about through personal education and new-scar development.
For more on Authentic Leadership, please click here.
Got thoughts? Want to learn more? Go to http://www.desai.com
Want to hear a podcast version of this blog? Go to http://www.strategydriveninnovation.com/podcasts-links/
Google has unveiled a $10 million effort to implement ideas that can "change the world by helping as many people as possible." As part of the Project 10^100 (pronounced Project 10 to the 100th), Google plans to ask its users to submit ideas until Oct. 20 for ways to improve people's lives. Google will choose what it feels are the 100 best ideas...click here