Systematizing Disruptive Innovation
One of my CEO leadership coaching clients needs his company to become more innovative to stay competitive. Company leaders needed to transform the culture of the company by helping employees embrace change and become more innovative.
The CEO believes that increased growth can happen when employees tap into their creativity. He is open with is people about the significant challenges the company faces. Our current coaching work is focusing on helping him become better at inspiring his people in order for the company and its people to thrive in the economic recovery.
The Executive Challenge
Systematizing disruptive innovation is a different beast. Senior executives must think and act in ways that run counter to everything they have done to succeed in their careers. How do you simultaneously manage two different instincts: one operational, the other entrepreneurial?
Executives who encounter tough times naturally become more conservative. It’s hard for them to tolerate creative thinking when they face the prospect of downsizing. But companies that play it too safe can wind up in trouble down the road, and frustrated managers may quit, leaving their firms ill-equipped to function effectively once the downturn ends.
What can you do to harness creative talents? One approach is to give innovators freedom to dream up bold, new ideas, as long as they can use low-cost experiments to show value. You can involve creative minds in core business challenges.
Leaders, managers and employees at all levels must improve their abilities to master seemingly paradoxical demands. Innovation practitioners need to strengthen their creative muscles, which include associational thinking and discovery skills like questioning, observing, exploring, challenging assumptions and networking.
Embracing paradox and systematizing disruptive innovation have graduated from niceties to necessities. Leaders can master these requisite skills by:
• Developing an awareness of themselves and others
• Creating a personalized program of developmental leadership with an executive coach
• Striving to improve their ability to spot hidden opportunities and act in more entrepreneurial ways
• Scheduling regular excursions to observe how certain customers use a product or service
• Attending a conference in a different industry
• Learning to ask more “what if…” questions
The economy may be unhealthy, but innovation and entrepreneurism remain alive. Make sure they thrive in your company. There are ample opportunities for corporate innovators to create booming businesses that transform what exists and invent what doesn’t.
Are you working in a company or law firm where visionary leadership realizes the enterprise needs to be transformed to grow? Does your company or law firm provide leadership coaching and leadership development to help leaders become more innovative and forward thinking? Leaders need to help key employees embrace innovation.
One of the most powerful questions you can ask yourself is “Am I a leader who encourages innovation?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders who want to transform their organizations and become more innovative.
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you create an organization that engages its people in innovation by first listening to customers. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision and mission of your company or law firm.
I am currently accepting new executive coaching and career coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com
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