The DNA of IDEA CHAMPIONS WORKSHOPS

The document provides 5 ideas for companies to reframe their corporate innovation activities. It suggests examining the physical and psychological spaces made for new ideas, whether deep thinking is encouraged over constant partial attention, who is in charge of having new ideas and if they stay long enough to have an impact, how staff turnover affects innovation efforts, and provides contact information for further resources.

To thrive in today’s dynamic and unpredictable business environment we need novel ways of doing things, whatever the economic climate. So in an age when traditional skills can be outsourced or automated, creative thinking skills are highly sought after. We train and develop employees at all levels to think creatively and solve problems. We do this by helping them understand their creative strengths and take new approaches to business issues. Often this involves a significant degree of change – unlearning existing ways of working to adopt a more flexible, curious approach. To ensure these new skills and behaviours are fully utilised and recognised, we also help organisations integrate innovation-friendly working practices into corporate HR policy. This includes how to promote and reward creative thinking, how to integrate this into appraisals and performance reviews, and how to recruit for innovation.

A presentation given at the 2017 Washington State Lean conference. Introduces tools and frameworks from design thinking and adaptive leadership and how they can be used to better design organizational transformation and change initiatives.

This document discusses innovation and creativity in organizations. It defines creativity as the ability to combine ideas in unique ways. Creative individuals have particular styles, originality, competence, experience, determination and flexibility. However, for ideas to be implemented in organizations, they must go through hurdles at different management levels where the ideas get refined. While individual creativity can lead to radical innovations, organizational creativity through systematic research tends to result in continuous improvements and fewer imitations. The principles of innovation include valuing all ideas, assisting idea originators, and enhancing ideas to demonstrate potential value before bringing to management. The innovation process involves generating, screening, testing feasibility and implementing ideas through different stages like a funneling process.

What would the ultimate project manager be like? Can you become that person? Explore this guide to develop the top five skills every project manager should possess. Learn more: http://www.lynda.com/Project-Management-training-tutorials/39-0.html

The document discusses innovation and creativity. It defines innovation as taking new ideas to customers by converting new knowledge into new products and services. It also lists some characteristics of creative individuals and organizational hurdles to creativity. Some principles of innovation discussed include giving ideas a hearing, involving originators in developing their ideas, and addressing both technical and marketing issues. The innovation process is depicted as a series of funnels where many ideas are narrowed down to few innovations.

Approaching a job search can be a daunting task for any professional, but the UX world has a unique set of challenges. Our field is still relatively new, job titles and responsibilities are fuzzy, and there are varying understandings of what we can and should provide. There is no one clear path or set of experience that sets us up for success. Artifacts are often collaborative, covered by NDAs, and it can be hard to capture the many facets of UX expertise into a small set of documents. So how do we navigate the world of resume-writing, portfolio-creation, and interviewing to find a job that will be the best fit for the skills we currently have and allow us to grow into the practitioner we want to become? Get the inside scoop from a current UX consultant and UX Community Manager, both of whom are experienced with vetting UX talent.

The document outlines the NorDNA framework used by Nordstrom Technology to align their vision and culture, with values focused on developing top talent, creating meaningful work, building empathy, empowering teams, encouraging collaboration, fostering a fun environment, and making time for unstructured learning and improvement. The framework is intended to guide how teams work together to deliver great customer experiences and develop an inspiring workplace.

Creativity is regarded as one of the top three personality traits most important in career success, but are C-Suite executives fusing creativity into business within their internal environments? This webinar will offer tips and techniques to assist leaders in balancing ones’ creativity in business, cultivate meaningful projects and build a supportive team while showcasing creativity as an important leadership role.

This document discusses lean startup methodology and how it can be applied within functional groups in organizations. It advocates applying lean startup principles like eliminating waste, learning through experiments, and finding product-market fit. The document provides examples of companies like Raytheon and Intuit that successfully applied lean startup internally. It then guides attendees through an exercise to identify challenges, customers, desired outcomes, potential solutions, hypotheses, and lean experiments for their own functional groups like legal, finance, HR, IT, sales and marketing. The goal is to help these groups innovatively address problems and create value using lean startup techniques traditionally applied to new products and services.

What is positive psychology. How and why should you implement positive psychology based interventions in the workplace. Discover here how these contribute to employee well-being. These slides were the basis for the discussion at the Metal Health and Well-being Seminar hosted by The Conference Board.

This document provides guidance on building agile contracts. It emphasizes focusing on problems rather than past practices, designing contracts that encourage cooperation between parties, and prioritizing early learning through an experimental process. The key principles are to exploit early information by getting started quickly, minimize the costs of learning so rational decisions can be made, and use an iterative learning cycle of discovery, conceptualization, execution, and assessment to progressively build understanding through experiments and adapt as needed. The overall goal is for contracts to support agile approaches that can evolve based on new information rather than trying to predict and design for all eventualities up front.

The document discusses the role of managers in cultural transformation. It provides stories from the speaker's experience at Intel about how the company's culture shaped his behavior and approach. For example, the story about how Intel's honor cafeteria system impacted his views on expense reimbursement and claims. Additionally, the document discusses how observing employees at MediaTek helped the speaker understand what motivates talent. It emphasizes the importance of managers closely observing employees to drive cultural transformation.

1) The document discusses best practices for companies to engage customers in ideation through social media channels to increase competitive advantage. It outlines strategies for setting goals, evaluating ideas, communicating with customers, enlisting staff, and maintaining a positive environment to encourage participation. 2) Successful ideation can reduce business costs, improve customer loyalty and satisfaction by demonstrating the company listens, and drive sales by offering products customers indicate interest in. 3) Maintaining responsiveness to customers' ideas, recognizing contributions, and implementing suggestions are keys to an effective ideation process.

A short talk based on the key learnings from John Hotter's book "Our Iceberg is Melting" on #changemanagement

This presentation was given by Claire Swyny as part of Konica Minolta's Innovation: Mind the gap seminar

The Dark Side of Innovation shares practical insights and looks beyond the shiny/bright side. How could the process impact your organization? It also tackles insights from the practice and myths.

The Painted Sky provides art-based training programs to help companies improve performance, overcome skills gaps, transform behaviors, and achieve strong results. They have run over 300 workshops across 9 countries for over 100 corporate clients covering 1500+ participants from various major companies. Their art-based programs help develop skills like communication, collaboration, emotional intelligence, and conflict management. They also provide executive coaching, design thinking workshops, and leadership development programs using experiential learning techniques like painting, theater exercises, and role-playing.