It may be a bit late for modest improvements. Renew, transform, re-invent the way you do things. Even regulated environments in regulated industries need to look at better ways, alternative and innovative ways. It’s not about being radical for the sake of it. Only if you try radical ways you will be in a better position to find your fit for purpose goals. In many public presentations of The Chalfont Project we like to quote Michelangelo when he said: ‘The greater danger for most of us lies not in setting our aim too high and falling short, but in setting our aim too low, and achieving our mark’. He was a radical in the way we talk about it.
It may be late for continuous improvement. This is always possible and indeed, you may have tried. Your organization, or your division or your team may be stuck. There may or may not be anything obviously wrong. Or maybe there is. But this is not a good enough state of affairs.
If you are ‘doing well’ (congratulations!), it is also the best time to look at your next level of possibilities. If you are one of those leaders who say, what’s next? Reboot will give you the pathways to the answers.
The new environment you are part of requires bolder moves. It may be this is the time to renew, transform, re-invent the way you do things. Time to reboot! But you need some tools. Amongst other things you need to identify those ‘sacred cows’ and ‘elephants in the room’ that prevent you from any serious advance. We will give you those tools and will take you through this process. We help you build a new narrative for the team, for the organization, the Big Story about you that you want to hear months or years for now; and the small stories that you need in order to build the big one.
A process of discovery and identification of both stumbling blocks and enablers will be followed by a clear ‘so-what’ and an action plan. Contrary to how this may sound, when the entire management team participates, this is an incredibly fast process. But it is also an in depth one when using our tools which, amongst other things, shortcut weeks of discussions and pseudo-brainstorming. The result is a well crafted Game Plan and a detailed commitment to action that can be tracked. You may or may not need us beyond that point in order to help you with the journey itself.
In his 2008 book, Leandro Herrero defined Disruptive ideas as those which ‘provide management alternatives that, if spread, can completely transform the way the organization works without the need for a massive change management programme. Each of them in its own right has the potential to create significant change, but the compound benefit of a few of them is a real engine of change and business transformation. These Disruptive Ideas are simple, have a total disproportion between their simplicity and the significant impact in the life of organizations, can be implemented immediately, usually have zero cost or are cheap to implement, are most likely to be contrarian and counterintuitive, have some risk of being trivialised or dismissed and can spread virally very easily’ These Disruptive Ideas are like controlled injections of challenge to the default positions of organizations. Amongst other things they question ‘the ways things have always being done’.
This programme is devised to challenge you, management team, functional team, division…) to adopt many ‘impossible changes’ and to use the process to build a critical and healthier team. A total of 30 ‘ideas’ are dissected by your team(s) and your team members learn to asses them on their own merits, imagining the impact for the organization. We will create a process of critical thinking around the various ideas and a mechanism to challenge assumptions about their positive or negative merits. The outcome is a small set of chosen ideas with the potential to create high impact immediately, and a clear plan of commitment and accountability. This is a crash immersion in management innovation and a powerful team building and renewal plan. You may or may not need us beyond the initial intervention in order to help implement the changes and track their impact.
Many innovation programmes in organizations are based on processes, technology or both. The question seems to be how to generate new ideas, how to qualify them, how to declared them ‘winners’, how to implement them etc. The old suggestion box has been transformed into very sophisticated processes where technology facilitates idea generation and idea management. The more people can participate the better, the technology people say. In recent years new concepts such crowdsourcing have emphasised the power of the collective brain. If all brains could be asked and input, surely there will be no shortage of good ideas.
The trouble is that many of these innovation programmes which emphasise ‘the process of innovation’ and ‘the use of technology to participate’ ignore a precious component of the equation: behaviours. No size of collaborative software installed in everybody’s laptop can foster collaboration and innovation if the behaviours are not in the DNA of the organization.
InnovACTions is designed to create the behavioural conditions in which new processes, new systems and new technologies can be effective. In this chicken and egg, innovACTions says ‘start with behaviours’ before you use that colossal budget for the new ‘innovation software’. InnovACTions works at all levels of the organizations via a series of interventions both in the educational side and the behavioural change needed. We will devise for you a tailored programme to get those behaviours developed and embedded and will take you through the journey of establishing innovation and collaboration as part of new behavioural DNA. An then, your new technology (and there are many beautiful ones in the market which we could advise you to use) and your new ‘innovation process’ (and we may challenge the conventional wisdom of some ) will do wonders…