4 Encouraging teamwork and innovati

4 Encouraging teamwork and innovation
In innovation it can be said that none of us is as good as
all of us. Teamwork and innovation are better in organisations
where:
• the climate is open
• participation is encouraged
• facts and information are readily available
• change is managed positively
• resources are provided for training and development
• rules are at a minimum (with policies and guidelines
instead)
• internal communications are good and more by
mouth than memo
• respect is given to all colleagues (but not on
demand by management – it has to be earned)
• managers are themselves highly motivated
• teamwork often transcends departmental boundaries.
5 Good at open and constructive communication
Communication should be good laterally and vertically
(and flatter organisations should – in theory, at least –
encourage good lateral communication). Managers
should ensure a good flow of information – ideas can
emerge as a result. Cross-fertilisation can create more
(and better) ideas, particularly where departmental,
divisional boundaries are crossed. Feedback about ideas
can maintain interest levels and information about
progress can stimulate further activity. Good communication
can improve innovation and should:
• stress the importance of new ideas and show how
the business has improved because of their implementation
• indicate why ideas have been rejected or accepted
• give progress reports of ideas originated by
individuals and teams
• recognise and reward appropriately for successful
innovation.

CHECKLIST FOR THE INNOVATIVE ORGANISATION
• Is the top management team committed to innovation?
• Does the organisation express clearly its vision
(which should include an emphasis on innovation)?
• Is the Chief Executive openly enthusiastic for change?
• Are mutual stimulation, feedback and constructive criticism
all at high levels of activity?
• Is the organisation good at team work including the
use of project teams?
• Are mistakes and failures accepted as part of risktaking?
• Do creative people join and stay with the organisation?
Continued

CHECKLIST FOR THE INNOVATIVE ORGANISATION continued
• Is innovation rewarded (financially or by promotion
or both)?
• Are lateral communications good?
• Can ideas be exchanged informally and are opportunities
provided to do this?
• Does the organisation raise excuses not to innovate?
• Are resources given to new ideas?
• Is the structure flexible?
• Is decision-making pushed down to the lowest level
at which decisions could be taken?
• Do all staff see themselves as part of the creative and
innovative processes?
continued

CHECKLIST FOR THE INNOVATIVE ORGANISATION continued
• Does the organisation take a long-term view of the
benefits of innovation?
• Is innovation part of the organisation’s vision and
strategy?
• Is it fun to work in your organisation?

Results (Indonesian) 1:

4 mendorong kerjasama dan inovasiDalam inovasi dapat dikatakan bahwa tidak ada yang sebaikkita semua. Kerjasama dan inovasi yang lebih baik dalam organisasidimana:• iklim buka• partisipasi didorong• fakta dan informasi yang tersedia • perubahan dikelola secara positif• sumber daya yang disediakan untuk pelatihan dan pengembangan• peraturan yang minimal (dengan kebijakan dan pedomanSebaliknya)• komunikasi internal yang baik dan lebih olehmulut daripada memo• Penghargaan diberikan kepada rekan-rekan semua (tetapi tidakpermintaan oleh manajemen-itu harus diperoleh)• Manajer sendiri sangat termotivasi adalah• Kerjasama sering melampaui batas-batas Departemen.5 baik terbuka dan membangun komunikasiKomunikasi harus baik lateral dan vertikal(dan menyanjung organisasi harus – dalam teori, setidaknya-mendorong komunikasi lateral yang baik). Manajerharus memastikan arus informasi-ide dapatmuncul sebagai akibatnya. Cross-fertilisation dapat membuat lebih(dan lebih) ide-ide, terutama dimana Departemen,batas-batas divisi yang disilangkan. Umpan-balik tentang ide-idedapat mempertahankan tingkat bunga dan informasi tentangkemajuan dapat merangsang lebih lanjut kegiatan. Komunikasi yang baikdapat meningkatkan inovasi dan harus:• menekankan pentingnya ide-ide baru dan menunjukkan bagaimanabisnis telah meningkat karena pelaksanaannya• menunjukkan mengapa ide telah ditolak atau diterima• memberikan laporan perkembangan ide-ide yang berasal olehindividuals and teams• recognise and reward appropriately for successfulinnovation. CHECKLIST FOR THE INNOVATIVE ORGANISATION• Is the top management team committed to innovation?• Does the organisation express clearly its vision(which should include an emphasis on innovation)?• Is the Chief Executive openly enthusiastic for change?• Are mutual stimulation, feedback and constructive criticismall at high levels of activity?• Is the organisation good at team work including theuse of project teams?• Are mistakes and failures accepted as part of risktaking?• Do creative people join and stay with the organisation?Continued CHECKLIST FOR THE INNOVATIVE ORGANISATION continued• Is innovation rewarded (financially or by promotionor both)?• Are lateral communications good?• Can ideas be exchanged informally and are opportunitiesprovided to do this?• Does the organisation raise excuses not to innovate?• Are resources given to new ideas?• Is the structure flexible?• Is decision-making pushed down to the lowest levelat which decisions could be taken?• Do all staff see themselves as part of the creative andinnovative processes?continued CHECKLIST FOR THE INNOVATIVE ORGANISATION continued• Does the organisation take a long-term view of thebenefits of innovation?• Is innovation part of the organisation’s vision andstrategy?• Is it fun to work in your organisation?