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High Performance Innovation Teams Program

Today, successful companies maintain their competitiveness not only through a proper business strategy, but also because of their innovation practices. In the most dynamic industries there is evidence that innovative organizations are those that maintain their leadership positions over time. However, implementing innovation is not a simple process, requiring many factors, such as commitment and constant communication within the entire organization, a committed team, to align the business strategy of the company with the innovation strategy , adequate resources, practices and correct procedures to carry out the changes, among many others. Under this scenario DICTUC has created a program developed with the assistance of Stanford technology Venture Program (STPV) and The National University of Singapore to train and build a high performance team in innovation that has the capabilities to design, develop and implement projects with potential to become high-impact innovations for the company. The proposal seeks to focus on strengthening the capabilities of the team that will face the innovation process and thus have a positive impact within the following companies: Innovation and Culture Pro Pro Venture, through the implementation of a program that incorporates and / or strengthen progressive values, principles and practices to promote innovation within the company. Organizing for Innovation, through the definition and implementation of organizational practices, methods and procedures ordered oriented link and develop relevant issues for companies, obtaining also the generation and collection of creative ideas and projects that help generate and capture value. Innovation project portfolio, through the lifting / building a portfolio of innovation initiatives for high impact performance of the business strategy of companies.

Context: Consultants McKinsey & Company describes a high performance organization is continuously improving its competence in an extended period of time and also enhance the expectations of all stakeholders: customers, shareholders and employees. Program Objective: Seeks to optimize the human resource potential of a company through an ordered series of instructions and activities that lead to application of the subject matter and therefore achieve efficiency in their work and their working group. Quantitative Methods: Survey and Study Network Applying a quantitative model to detect and determine the innovation potential of the members of the organization through a survey of the capabilities and ties and actual interactions that occur in the organization and about the creative process and working together.

Qualitative Methodology: Interviews & Psychological Anthropology For the people selected through quantitative methodology will undergo a study to delve into the innovative potential of people and to distinguish definitely people who are eligible to participate in the training program for high-performance teams. Phase II: Training Program Methodology: There were 7 training sessions for national and international experts.

Outcomes: Contribute to a better organizational climate. Perform the work with greater commitment and effort. Recognize the strengths and weaknesses of the members of the institution and the various groups (areas) of work. Increase efficiency and effectiveness in carrying out its purpose. Get greater commitment by employees to the company and its policies. Awareness of the importance and necessity of teamwork. Each participant to create the need to facilitate the work of his closest companions. Accepting yourself and others. Having high level of dedication and commitment in carrying out its specific function. Encourage the pursuit of eternal principles of nature that give meaning to his life and the people around him. Increased profitability. More rapid introduction into new markets. Faster introduction of new products and services. Rapid response capability to counter competition or changes in the playing conditions. Effective working together. Better coordination and trust among members. Reduced staff turnover. Greater chance of retaining talent.

Businesses today face an unpredictable economy, technological change that grows at an exponential rate, and rapidly changing population trends for employees, investors and customers. Thinking innovatively is more a requirement than an option: the problems of the 21st century cannot be solved with 20th century thinking. Your role may be that of a corporate or division leader, a team or group leader, a mentor, or client manager or all of those roles simultaneously. This program is designed to introduce topics and practices that prepare executives for thinking productively for business in the 21st century. Innovation has become a buzzword in business circles: reinventing your business, using the wisdom of crowds and applying design thinking are just a few of the current innovative recommendations for business success. Truly innovative business thinking, however, means changing and expanding how you think about and act upon business concerns and opportunities. Changed thinking and actions are likely to result in changes in the organization itself, the corporate culture, and subsequently in the companys products and services. New product design may well result from innovative practices within an organization. However, the reverse is not true: starting with product design wont spread innovative thinking throughout an organization. Connecting innovative thinking to opportunity and value, and implementing innovation through effective business planning is the objective of this program. Takeaways and action items: What steps could you take to implement a culture of innovation? Can innovation become part of the capacity of your company? How can you apply:
o o o o

Leading from a team Communicating examples and policies Celebrating risk-taking Idea generation and implementation

Our approach: The training of High Performance Innovation Team will use a step-by-step workshop approach, in which we will first conduct a series of introduction, surveys and interviews with all the Innovation members, and afterwards we will conduct a total of 7 workshops with the Innovation Committee, in which we worked on the aforementioned objectives. In between the workshops, we support the Innovation Committee members in leading innovation. We review the received feedback from the Innovation program team, and together we exchange our observations and coach the Team to adjust their ways to lead innovation in their organizations. This is where many projects unnecessarily go wrong, as people try to stick to the plan, instead of adjusting the plan to a new and better understanding of a given situation. In our opinion, the what (objectives) of any project normally remains the same, while the how (plan) needs to be flexible enough for successful execution. After the workshops, we may develop further programs to reinforce the innovation culture where continuously learning is needed. PART 1. Pre-workshop understandings, surveys, and group studies

The pre-workshop sessions create a baseline understanding by establishing benchmarks (culture surveys, interviews, possible focus groups, current research, and competitor analysis).

First pre-workshop session:

We will spend the day in your store to study, observe, listen, and absorb your culture while conversing with your staff in an effort to assess personalities, interests and motivations.

Second pre-workshop session:

A Quantitative Method will be applied to detect and determine the innovation potential of the members of the organization through a survey of the capabilities and interactions that occur in the organization.

Third pre-workshop session:

1-1 interviews and focus groups (1-2) to calibrate for the anthropology of innovation within the organization. This helps us to understand your need and expectation better to moves forward the development of the high performance team seamlessly

PART 2. Workshop by International and Local Experts To develop a strategy to establish an innovation culture and to develop the capability to innovate, the following topics will be introduced:

Experts from Singapore will coach: o Learning to work together as an effective team-the human factors o Stakeholder communication and management, o Shared Vision; Shared Leadership; Shared Values and Distinctive Roles and Distinctive Responsibilities o Finding an inspiring purpose and Identifying strategic measurable actions o Capacity building and organizational development for innovation o Integration of innovation team to the enterprise and beyond. Local experts will coach: o Involving customers/suppliers in innovation: user innovation & supplier innovation o Developing an in-depth understanding of the companys strategy o Devising an innovation strategy, based on portfolios of projects, to develop companys capability to innovate, and to create an innovation culture o Empowerment, establishing consistent business processes for innovation o Ways to redefine and learn from failure o Rapid prototyping Experts from Stanford will coach: o Realistic Optimism face the facts, believe in the future. High level of Positivism o Mind mapping o Creativity: Techniques for generating ideas and solutions to solve problems.

Design thinking techniques: using design sensibility and methods to match peoples needs with technological feasibility

During the workshop, we are able to provide, in addition, a session in Stanford, where your staff experiences firsthand the best Culture and Environments for Innovation. This is conducted in Stanford University and the some of the most innovative companies in Silicon Valley. This will help the leadership of your company to see the profit-generating results of innovation. PART 3. Post-Workshop Reinforcement Sessions The culture for innovation takes a long time to be established. We also offer and recommend follow-up session to discuss specific areas where your participants company faces innovation challenges. Using the techniques taught earlier in the workshop, participants develop innovative approaches to these challenges and feedback how these different approaches might work for their specific challenges.