TEAM B5 Anjali Singh

Apoorva Nigam

INNOVATION AND
Asmita Jagwani

Ishika Jain

LEADERSHIP II
Pragati Gogna

Priya Natarajan

Priyasha Sai Ukil

Rhea Jain

How do I encourage innovation in my Rishika Singh Chauhan

organization? Swapna Shenvi

PRESENTATION OVERVIEW
About
Twitter

Patagonia

1mg

Conclusion
 "HOW DO I ENCOURAGE INNOVATION
IN MY ORGANISATION?"
When faced with this question, we thought to

look for inspiration in companies born out of

innovation (Twitter), companies endorsing our

ABOUT views with respect to work life balance

(Patagonia) and companies encouraging their

THE PRESENTATION employees to take charge and responsibility

(1mg).
In this presentation we discuss the cases of

these 3 companies, analyse what works for them

and what we can take away from them.

IN 2005
Evan Williams and Noah Glass founded a podcasting company

called ODEO.
This company soon became irrelevant when in 2006 Apple

launched the first iPod- which had podcasting as an inbuilt

function.

Glass who had put his heart and soul into the company did

not want to give up and asked people for other ideas. That is

THE TWITTER
when Jack Dorsey, a lower-level employee at the time, gave

an idea for a website through which people could

idea was unlike

STORY
communicate their personal status. This

any other, but Odeo's investors saw no merit in it. Noah and

Ev, however, were intrigued and with a team of dedicated

people started working on this project that Noah named

Twitter.
Today Twitter is one of the most popular microblogging and

social media websites around the world.

Why did they succeed? Our Analysis

SPACE TO TEAM EFFORT UNCHARTED

PIVOT Twitter would not be what TERRITORY
it is without the efforts of
Ev and Noah always When twitter was created
“ Changing the focus
encouraged innovation everyone who made it and
there was no website like it.
of a start-up is not like the
bettered it.Everyone blue
at the workplace and It was part of the
metamorphosis of a traditional
hackathon was encourged to ocean
kept frequent that the blue ocean
business like trying to turn a high end

competitions for the

contribute . Whereas Jack strategy talks about- an clothing store into a construction
came up with the general
same. When Odeo died untapped market. It company. Instead it is more akin to

idea, Ev added that

rather than lamenting its appealed to celebrities, altering the type of food a restaurant

loss they quickly moved updates should flow like a

governments, protesters and serves. Although the cuisine the

stream and that it should customers are served changes,

onto the next thing- even regular people and provided

completely
if it was in a
also act as a news
an unconventional way to sometimes drastically, the same chefs

different sphere from source. Biz worked on the

reach the masses. There and waitstaff can be used to make

where the company was-

back end and Noah came
were many naysayers and and serve it. Or in Odeo’s case, the

from podcasting to
up with the name, logo
critics . But belief in the same programmers, designers and

microblogging
and the idea to add time
vision of the company kept managers.”

stamps.
the team going. - NICK BILTON,
HATCHING TWITTER
HOW WE ARE INSPIRED TO ENCOURAGE INNOVATION
INTRAPRENEURSHIP
Encouraging intrapreneurship is a step leading to innovation in the organizations. Allowing

employees to go ahead with their ideas, instating a "no idea is a bad idea" policy, gathering

support to your employees to try out their ideas, and letting them pitch decision-makers at your

company

DON'T PUT YOURSELF IN A BOX

Instead of only defining your company by what it sells, identify your assets and strategic skills. As

an added bonus, your employees will be inspired to feel that they are more than just their job

roles, as well. They will be encouraged to innovate more and prove themselves an asset to the

company.

CREATE AND NURTURE A COLLABORATIVE WORK CULTURE

Making the organization a safe place to brainstorm. Support team unity and encourage employee

relationships. A supportive culture not only leads to increased productivity and innovation but also

higher levels of engagement and retention among the employees.

HOW WE ARE INSPIRED TO ENCOURAGE INNOVATION

LEAD BY EXAMPLE
Make continuous improvement in the company’s core values and embrace it at every level of the

organization. Encourage executives and managers to lead by example. The hierarchy of the

company should not be an obstacle in anyone’s journey to bringing in innovative ideas.

MARKETING VALUES AND NOT PRODUCT

Put your story across. Inspire others with the source your passion, i.e your vision. Don’t try to

convince people to buy your service, instead, fire people up with enthusiasm for wanting them to

realize the company's vision and feel invited to join in and make a contribution.

VALUING CUSTOMER FEEDBACKS

The main stakeholder of any business are the consumers and giving them the best experience is

paramount. Customer feedback is a way to know how your product or service is performing in the

market. Continuous evaluation and initiatives to improve its performance and increase consumer

experience are imperative.

PATAGONIA INC.
Founded by Yvon Chouinard in 1973

Patagonia, Inc. is an American clothing

company that offers outdoor clothing items.
Started its Apparel line in 1973

Mission statement: We're in business to save our home planet.

Donate 1% of their sales into sustainability initiatives

Became famous with it's unique business model and for its left-field business

practices - like telling it's customer to not buy their jackets

Consider their employees as their most important resource.

In 1991, the Patagonia employees started falling sick. It was found during the

investigation that the workers were poisoned by formaldehyde on cotton clothes

that was put to avoid shrinkage. Prioritizing well being of their employees over

profit, Patagonia made an expensive switch to organic cotton and remain

committed to their decision till date.

Innovation strategies adopted
by Patagonia

HORIZONTAL FLEXIBLE GIVING COMMITMENT

STRUCTURE WORKING EMPLOYEES TO ITS VISION
Patagonia follows a HOURS SPACE
Patagonia's Don't Buy

This Jacket' ad on
highly horizontal structure
Patagonia Patagonia's ''Let my
Presentations are
Black Friday is
Presentations an
are
among the employees people go surfing'' policy
employees have the
tools used for example
Presentations are tools used of
forits
which really helps in allows employees to
flexibility to work
reports, speeches complete commitment
tools used for reports, speeches
keeping the employees take part in their
according to their
and more. to its vision and
reports,sports,
favourite speeches
like and more.
motivated & allows them
own convenience
skiing and mission of
to think out of the box. more.and
or surfing,
which gives them
then take a shower and sustainability &
This lack of hierarchy
more autonomy and
go back to work. This circularity. This is
helps inculcate a more
encourages them to
has been very helpful in embedded in its
cohesive work
be more innovative
encouraging innovation
products, supply chain
environment.
and productive. within their organization.
and business model.
HOW WE ARE INSPIRED TO ENCOURAGE INNOVATION
TRUST EMPLOYEES WITH AGENCY
Patagonia's horizontal structure, along with the time and space given to its employees for recreational activities

instead of rigid work hours is tantamount to how important employee agency is, if you want to encourage

innovation. If employees are entrusted upon by a sense of agency and freedom, only then can they enjoy their

work and be motivated to innovate. We need to put employees first if we want optimum results.

DON'T COMPROMISE ON YOUR VALUES

The case of Patagonia shows how important it is to fully commit yourself to your organisation's founding vision

and mission. In doing so, not only does the authenticity and legitimacy of the company stay intact, but it also

helps build trust among the customers. Moreover, hiring like-minded individuals who are equally committed to

the cause of the organisation helps having a team that shares similar values and works innovatively towards

them.

LOOK AT OPPORTUNITIES FROM AN INNOVATIVE LENS

Patagonia found a gap in the industry in the 1970s & decided to adopt a Blue-Ocean strategy to fill that gap by

looking at sustainability & circularity as a business opportunity. This is inspiring and a learning curve not only for

its employees, but also for other organisations that want to remain committed to their values. Sustainability-

driven innovation is of the utmost importance in today's day and age and hence, innovation can be encouraged

by motivating employees to look at opportunities with foresight.

SUCCESS STORY
1mg was launched in 2015 with a vision to make healthcare accessible,

understandable and affordable.

It's an online marketplace for all medicines. Within this, users are offered

a complete treatment cycle: from ePharmacy to online consultations to

lab tests; by making the entire experience hassle-free.

The company believes that every person is liable to take the decision

of “How to work.“

THE 1MG
E-Pharmacy Lab Tests Online Consultation
STORY
"Be your own CEO -Strategy"

Flexibility: This strategy specifically helps the employees to be at ease

and work within a set range allocated for them by the managers

High value & returns: As Anne Hodkin once quoted, a happy employee

relates that happiness to customers, and vice versa for unhappy ones!
Innovative Strategies adopted by 1mg

CLARITY OF SUPERLATIVE CLARITY OF ADOPTION OF

VISION TEAM
VALUE AI
1mg have one of the
In healthcare, the 1mg believes in "Done 1mg uses artificial
best leaders who have
Unavailability of is better than intelligence to improve
built and led large
doctors due to a low Presentations are perfect", e highly Presentations are
user conversions,
consumer businesses
patient-to-doctor tools used for experimental and
Presentations are tools useddelivery
streamline for
or healthcare
ratio is a major issue reports, speeches data-driven times, and
reports, ‘Ask a
speeches
divisions. As a result, tools used for
faced especially in organization. As such Doctor,’ which is an
and more. reports, speeches and more.
their team has a very
rural areas. With 1mg they believe in intuitive chatbot that
high degree of trust and more.
video, audio, and chat shipping soon and asks questions to
and works in a very
often. They trust that accurately identify
consultations, this'll
agile and
in the long run failing what the problem may
reduce the gap and
collaborative fashion
fast beats all else. be and shows the
transformed
to achieve dessired

healthcare sector. solution

results.

.
 HOW WE ARE INSPIRED TO ENCOURAGE INNOVATION

ALLOWING EMPLOYEES TO BE LEADERS

The Value of “Be CEO” empowers individuals to take charge and do what’s right without an organizational

bureaucracy holding them back.By giving charge to the employees to implement tasks and achieve them.

ACCOUNTABILITY WITH EMPATHY

Own your outcomes,is an essential aspect of knowing that you are the master of your own decisions at work.
1mg expects you to take and have accountability for the decisions you tend to take in the organization,
keeping empathy in mind for all the clients ,users or services directly or indirectly linked with 1mg.This gives
employees the charge to be responsible leaders of the future

LOOK AT OPPORTUNITIES INNOVATIVELY

The 1 mg case explains that when an employee is kept at ease and not dictated by rules & regulations of how to

work , they automatically generate a higher level of output.Too many rigid rules and regulations lead to loss of

empathy at the workplace and we need to balance that out by letting human mind grow and implement great

innovations.
THUS WE HOPE TO ENCOURAGE INNOVATION BY
Not being afraid to step out of our comfort zones, and encouraging

employees to do the same . We should motivate and support employees to

think out of the box and provide them the space to change the direction of

the company. Had Noah not allowed Jack to do so, Twitter would have never

been created.

Creating a cohesive and comfortable work environment for employees to

have a degree of flexibility and agency in order to stay motivated to come

up with different and innovative ideas.

By creating a space of transformational leadership, i.e., when leaders

CONCLUSION
encourage, inspire and motivate employees to innovate and create change,

it helps in growing and shaping the future success of the company. And when

employees get to be responsible for organisational success, it further boosts

their leadership and innovation skills.

Keeping the above in mind, we need to encourage innovation by fully committing the
organisation to its values, mission and vision, while also fostering a sense of trust,
teamwork and belongingness among the employees.