We will provide your company with tools to measure the current culture and the new culture, as it changes over time. Besides direction, innovation requires action. Idea Connection Systems’ experience and knowledge will guide your organization through the culture design process in its entirety, from idea generation to implementation of changes in policy and process.
Create an organizational culture that fosters and sustains innovation
At Idea Connection Systems®, we believe the human principles that promote innovation are timeless, but the human dynamics and politics within a company are not. We also believe innovation cannot be copied from one company to another. It must be tailored to a company’s goals, people, and system. We will provide your company with tools to measure the current culture and the new culture, as it changes over time. Besides direction, innovation requires action. Idea Connection Systems’ experience and knowledge will guide your organization through the culture design process in its entirety, from idea generation to implementation of changes in policy and process.
What Is Culture?
Investing in understanding and implementation of the human dynamics information is meaningless unless it can be sustained, yielding long-term success. This sustainment will also create an organizational culture that cultivates and sustains innovation. The culture of an organization is the sum of all the widely shared, deeply held values or beliefs of its people concerning what matters and what works in the organization, as it pursues its vision and goals.
What does it mean to have a culture of innovation?
Idea Connection Systems focuses on providing support, consultation, and guidance for systemic change within organizations by implementing new workflows and employee restructuring. These new systems are only successful if they create new culture paradigms that challenge the expected and sedentary operation of an organization.
Within a culture of innovation, individuals work together; they collaborate and share ideas. Based on trust and led by innovators, this culture understands risks. Defined by unfiltered communication, internal politics become manageable instead of overbearing. In a culture of innovation, the system suits the individuals and organization’s goals. Instead of circumventing human roadblocks and organizational bureaucracy, employees can focus on innovating.
What drives a culture and its development?
- Leaders and Managers – Direct Power
- Determine the vision, strategies, goals, and priorities.
- Decide on policies, procedures, systems, and processes.
- Determine the structure of the organization, promote people, and allocate assignments.
- Measure performance and distribute rewards and punishments.
- Employees – Indirect Power and Influence
- Have a knowledge base on which others rely.
- Sustained presence.
- Have the ear of management.
- Are articulate and outspoken.
- Non-Human Elements of an Organization
- Once leaders and managers determine the vision, structure, performance measures, reward systems, policies, procedures, systems, and processes, each of these elements take on a life of their own and wield power in the organization.
- Communicating important goals and successful processes to employees.