This paper aims to present a framework that includes six essential factors and four strategic intervention points that provide the necessary context to sustain and support innovation.
Based on our academic and consulting experience, this article summarizes our knowledge of what it takes to be a top innovator and how organizations should best pursue innovation agendas. The model presented is supported by our research which considers assessments from 3,642 employee responses assessing the innovation cultures of organizations.
We find that companies need to ask six questions to assess their innovation cultures. These questions relate to creativity, incentives, processes, leadership, knowledge management and resources. Our framework presents four intervention points to support implementing and sustaining an innovation culture including objectives, behaviors and actions, context and management for execution.
Our framework is effective, but we acknowledge that there are other means to creating and sustaining an innovation culture.
We present six questions that companies need to ask themselves to assess their innovation culture and offer strategies to enhance it.
Given the contribution of innovation culture to competitiveness and performance, our recommendations will allow managers to set themselves apart from their competition and further their financial and nonfinancial corporate objectives.
Everyone likes the idea of change, but it is the process of change that is difficult. We offer strategies that put such intentions to work.
