Implementing innovation in organizations

IMPLEMENTING INNOVATION IN ORGANIZATIONS Significantly, the idea of competing among other activities in the business world has affected corporate innovation practices; in fact, most of the organizational leaders and management teams are unaware of approaches to implementing innovation in organizations. Unfortunately, this leads to demerits such as wasted talent, overlooked ideas and hindrances to organizational development. Nonetheless, different people have dissimilar concepts on how to implement innovation in an organization and generally anything that has to do with novelty.
According to Tim, in his innovation implementation article, an organization’s first step should entail knowing the ideal definition behind successful innovation for it to be on the safe side. The introduction part starts with the statement that ‘ Successful innovation is turning ideas to money’, which depends on ones comprehension of the statement (Woods 2011). Essentially, the outcome should not necessarily be money but successful innovation should give something that is valuable in return to the organization or specific facets of it. Definitely, understanding innovation comprehensively forms a foundation for successful implementation, which is profitable to the organization in long term or short-term basis depending on the organizational goals. Decisively, I think that the understanding section should also entails evaluating your organization’s strategies, culture and other equally significant aspects such as size and core objective. This way one can relate how different approaches would apply in their organization, a factor that the article does not cover in depth.
After forming a basis for implementation through utter comprehension, the next step in the article is determining the type of innovation the organization aims at achieving (Woods 2011). The statement is baffling but Tim goes ahead to explain what this step should involve. The innovation process can entail incorporation of new practices to the older ones or an exclusively new practice to bring value to the organization. I think this is essential because different corporations are in varying fields and markets; however, it is important that the way an organization chooses reflect on their needs. It is an important step, especially as the second because it relates with understanding innovation and the organization. However, the author does not give examples of how this step practically applies, which would give significant assistance to the readers.
The author is keen to state out that organizations should consider developing teams for the implementation to ensure that it does not deviate from the corporate goals among playing other roles. This would definitely work but the corporate leaders should also be part of the team so that every department and hierarchical level has representatives. Typically, the management takes on innovation and is in charge of all activities in most corporations hence having a team would eliminate the monotony. Finally, the innovation team should liaise with the organization to come up with the necessary stages and practices for the comprehensive process to employing the different ideas (Woods 2011). Considerably, the team liaising with other members of the organization is a good look to enhancing communication and ensuring full exploitation of the different innovations; moreover, it shows consolidation among the organization in making the implementation process effective.
REFERENCES
Woods, T (2011) Innovation – You Know You Want It, Now How to Implement It: Innovation Coach. Retrieved on 5th January 2015, from http://www. innovationcoach. com/2011/09/innovation-you-know-you-want-it-now-how-to-implement-it/