Harvard Business Review (HBR) has many good articles from thought leaders on the topic of innovation. The following list is 10 of our favorites. One thing to note is that you get four posts each month you can read for free. If you register by providing your email address, you get a precious fifteen free articles every month if you’re a subscriber. Every month, I carefully curate a list of HBR articles that I want to read from their Twitter feed (generally a great way to identify their best materials) and I pick fifteen articles I want to read for the month.
Our central nervous system plays a critical role in sending important information from the body to the brain. The brain, in turn, sends information back to the body to take the appropriate action. This feedback loop between body and brain is critical to an organism’s survival. Similarly, organizations need important information to flow between employees and leadership. This feedback is also critical to the organization’s survival. However, this is largely broken in many mid to large sized organizations. Read more
It’s time to rethink the employee engagement issue. The change we need to make is to redefine engagement beyond an annual HR measure to a continuous, holistic part of an entire business strategy. Here are a couple things we all know:
- A recent survey suggests that employee engagement surveys are largely failing
- Employee engagement is critical to performance, however, most employees today are not engaged
- What gets measured gets done
So if the employee engagement survey is dying, but employee engagement is critical to performance, what should we measure?
Employees who receive helpful, continuous feedback from managers not only work better and are more motivated, but they’re also much more engaged.
A survey conducted by leadership trainers Zenger Folkman that looked into the feedback practices of 22,000 leaders around the world found that leaders who scored in the top 10 percent on giving feedback had employees who were three times more engaged than employees with leaders scoring in the bottom 10 percent. Unsurprisingly, the study also revealed that the bottom 10 percent of leaders had employees who were three times more likely to think about quitting.
Over the last few years, many old-school views of corporate communication and hierarchy have been overturned and continue to be scrutinized. Read more
In the first have of the 20th century, Joseph Schumpeter proposed 5 types of innovation. These were:
- The launch of a new product, or a newly differentiated product offering
- Applying new methods to manufacturing or selling of a product
- Opening a new market
- Acquiring new sources of supply (either raw, or semi-finished)
- New industry structure such as the creation or destruction of a monopoly (although there are now some disputes that this no longer counts as a type of innovation)
This is still one of the most referenced lists for types of innovation. However, there are a few other important ways to classify innovation that are very helpful to an organization looking to manage an innovation program. These include the types of ideas you’ll want, where they come from, who is included in the process and finally what you want to innovate.
Giving employees a sense they have some control over their work and work environment can radically increase how much motivation they bring to their jobs. Read more
We often hear from leaders and employees that they want to collaborate on issues that impact the projects they’re working on day-to-day. Wouldn’t you? Working with your colleagues to accomplish a timely and relevant goal is satisfying because you can actually see the impact you’re having. Read more
Research shows that there is a difference between people who are creative and people who aren’t. However, the good news is that creativity is something that can be learned and improved on. All you need is a little awareness of key ingredients necessary to develop processes, habits and a culture that fosters creativity. Read more
The challenge of motivating employees to perform to their full potential is one that every workplace faces. Managers can feel that their staff would be more productive if they were more committed, while employees typically feel overworked and undervalued. So what are the best methods to increase employee engagement and encourage them to bring their full selves to work every day? Looking specifically at rewards or recognition, which is better? The answer of course is that it depends.
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