In the present competitive environment, the expertise and intellectual capital within the organization must be managed better than before. The innovative thinkers within the organization must be brought within the scope of development work, along with personnel from different organizational levels. Empowering management and agile development methods are key factors in creating a culture of experimentation.Contact us
Innovation and the ability for strategic renewal are essential success factors for organizations. In this rapidly changing competitive environment, the capital within organization’s must be managed better than before. Making the most of organization’s capabilities requires the organization to create fertile ground for innovation – providing space for new ideas and including people from different levels of the organization in development work. Development work must involve the most innovative thinkers within the organization, the best questioners and those who understand customers’ perspectives, activities and hidden needs.
Innovation and the ability to reform can be built by developing management systems and processes, as well as by fostering a culture of experimentation. Creating a culture of experimentation requires the personnel to possess strong expertise. It requires managers to demonstrate trust and create an empowering atmosphere. Development projects cannot be carried out using a top-down approach: personnel must be included in development work as equal partners.
Innovative companies invest considerable time and resources in building a culture of experimentation – they invest in personnel development, encourage the exchange of ideas and visions, reinforce trust and foster a culture of empowerment.
DEVELOP A CULTURE OF EXPERIMENTATION IN SPRINTS
At Talent Vectia, we believe that reinforcing and managing a culture of experimentation is the key to building innovation. A culture of experimentation can be described by the following aspects: challenging existing operating methods, learning from mistakes, appreciating differences, the ability to take risks, taking responsibility for development at every level of the organization.
The first step in building a culture of experimentation is to challenge the status quo and create a shared objective – which operating methods and behaviours do we expect to foster innovation and renewal within the organization? The tangible steps towards creating a culture of experimentation are taken during development sprints. Operating models that support a culture of experimentation are implemented by an iterative process: changes identified during workshops are put into action immediately and tested in everyday situations. Tools and electronic platforms are also needed to share best practices throughout the organization.
Our services for developing a culture of experimentation:
- We help our customers to foster a culture of experimentation in the following ways:
- Defining the principles of personnel as developers
- Development sprints: We work with pilot teams to build models and tools that are compatible with the organization and that promote a culture of experimentation. Pilot workshops involve working in sprints, making the most of existing best practices within the organization and developing new ones.
- New electronic portals and tools support the organization in fostering a culture of experimentation
- Supervisor training: Empowering management that supports networking and the dissemination of intellectual capital