People not Processes Breed Innovation

Innovation gives companies an edge, creates new opportunities and is critical in driving growth. Arguably innovation is critical for any organisation to survive these days. So, how can business leaders create a culture where creative thinking, questioning assumptions, and taking measured risks becomes the norm? How can they not just encourage this kind of behaviour and mindset, but actually develop these as skills within their workforce?
How can HR and Talent professionals really make a difference?
In an environment where innovation flourishes, people work in teams with a variety of skills, experiences and abilities; they give and receive a rounded perspective, enabling everyone the opportunity to learn from others. Of course, an open mind set is absolutely fundamental to this. Employees need to be open to new ideas, and to do that they need to trust one another. They must learn to trust their colleagues, their managers, and the leaders of the business.
Creating a ‘psychologically safe’ learning environment is also key for an innovative culture to flourish. We know innovation isn’t an inherent ability; it has to be nurtured and developed and so organisations look to their HR and L&D teams to develop these abilities and enable people to explore the skills needed.
The systems, processes, and organisational structures also play a huge part in enabling people to innovate. HR and talent teams have an important role to play in breaking down silos and facilitating department leaders’ to open their minds to alternative ways of approaching activities, solving problems and adding value.
Furthermore, there is a huge demand for open communication and project-based work, all of which require a strong, business focussed HR structure supporting them if they are to be delivered effectively. Ideas need to be shared at both an operational level and strategic one too. HR is in the prime position to drive this forward, by joining all the dots.
Finally, we know that people respond best when given the freedom to do the work they enjoy but also when they feel they are recognised and rewarded for their efforts. A more complex performance management system may be required for project-based organisations where individuals have more than one manager inputting into performance reviews.
It is worth remembering that people, not processes, breed innovation and the role of HR is crucial in facilitating this culture. If you are looking for help to develop your organisation’s innovative culture contact us.