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The Intrapreneurial
Way: Firing up the Dreamers that Do
The Leaders Role in Innovation | The Innovative Organization
Building Organizational Intelligence
(One to four hours of presentation and group process)
Questions answered:
Do I have what it takes to be an intrapreneur?
What makes an effective innovation team?
What is the manager's role in fostering innovation?
Do I have hidden talents waiting to be expressed?
The Intrapreneurial Way fires up potential intrapreneurs, builds manager's appreciation
for intrapreneurs and provides practical techniques for accelerating the rate of
innovation and insuring success.
In this presentation you will learn:
- How innovation actually happens
- The five roles in innovation
- Identifying and/or being an effective intrapreneur
- Building high performance intrapreneurial teams
- Being an effective sponsor of innovation
- Creating the climate for innovation
People who have heard this presentation come back years later and say it was a turning
point in their lives. Some say, "Wow! I'm not crazy. I'm just an intrapreneur!"
Others say, "Now I understand how to get the most from the innovators in the
organization." Liberating the intrapreneurial spirit in yourself and those around
you produces both personal and organizational growth.
Action learning options to supplement the presentation:
- The Ad Workshop which helps participants learn to present their ideas effectively
and builds teams around the best ideas
- Sponsor/intrapreneur role playing
- Risk simulation games
- Team performance challenges in which participants "Catch themselves in the
act of being themselves" and learn how to be more effective at innovation, communication,
and teaming
To Topics List
(One to four hours of presentation and group process)
"I call for more innovation and risk taking, I point out the direction, but
it seems my people are still either going off in all directions or just waiting for
orders. What am I doing wrong?"
"How do I get the innovators focused on what really matters?"
"I want to do more to support innovation, but I can't seem to find the time."
"Everyone wants my support. How should I choose who to support?"
The critical shortage in most companies is not one of good ideas or even potential
intrapreneurs to implement them. The greatest shortage is usually one of the management
sponsors, i.e., managers who take the time to nurture and guide innovators.
The Leader's Role in Innovation inspires the courage and commitment leaders
need to make use of the innovative talents and energy of their people. Leaders emerge
with new insights, new tools and a new dedication to using innovation to achieve
their strategic objectives.
Leaders emerge with an understanding of how to:
- Manage the innovation process
- Foster all five roles of innovation
- Communicate their vision
- Wake up and align the intrapreneurial spirit
- Choose projects and intrapreneurs
- Coach and guide the intrapreneurial team
- Decide when and how stop a project
- Replace the intrapreneur who can't grow with the business
- Build coalitions and get resources they don't control
- Reward the intrapreneurial team
To Topics List
(One to eight hours of presentation and group process)
What are the steps for creating an innovative organization?
How can an old organization get moving at internet speed?
What will it take to break down the walls between functions?
Do some organizational structures support innovation more than others?
What policies and processes support innovation?
Topics covered:
- How innovation actually happens
- The five roles in the innovation process
- What intrapreneurs really need
- Supporting the intrapreneurial project team
- Being an effective innovation sponsor
- Beyond bureaucracy
- The climate maker
Action learning options:
- The Marketplace for Climate Improvement Ideas
- Innovative organization initiative teams
- In session climate survey
- Pre-session climate survey
The Innovative Organization inspires managers to create a climate for innovation.
This speech is often proceeded by a quick Innovation Climate Survey so the stories
and solutions can be customized to your situation. An action learning segments can
help participants to begin working on applying what they have learned right away.
Participants work in teams to determine what is needed to make their part of the
organization more innovative. If top management supports the changes, the result
will be a significant improvement in your climate for innovation.
To Topics List
(One to eight hours of presentation and group process)
Objective: To give participants a new framework for organizing working relationships
between groups that will increase the organization's intelligence many fold.
Fact: Our existing organizations are like the Ptolomaic System: They are made to
work with great effort and many "fixes", but at heart they are all still
variations on bureaucracy which, by its very nature is not suitable for managing
knowledge work.
Fact: Bureaucracy is no more appropriate to the information age than feudalism was
to the industrial era.
Prediction: The next ten years will see rapid spread of post-bureaucratic systems
of organization.
Prediction: Companies that maintain the old chain of command dominated organizational
patterns will fade away as change and complexity increase.
Topics:
- The organizing principles that replace the chain of command
- Making self organizing systems work in practice
- Applying self organizing systems to corporations and government agencies
- The evolution of organizational intelligence
- Community as an organizing principle
- The gift economy at the core of community
- Beyond the virtual organization
- Free intraprise and the internal market
- The role of the center
- Organization as a learning network
- Making the new principles work for you within a traditional organization.
To Topics List
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