Published 04. Jun. 2019
Adopt Purpose-Driven Innovation: Successful Methods to Merge Technology with a Satisfied Workforce
Workforce transitions, leadership training, and placement of top talents align with the new culture of innovative business around the globe. New tech can create employee engagement when combined with effective company culture and vision.
With an omnipresent focus on innovation in most of today’s industries, the possibility of ignoring one of the most important parts of success increases: the people. For many organizations, the main people who receive the most focus are customers and clients. After all, they create profits, fuel growth and, ultimately, success. Thirza Koster, Talent Solutions Director at Lee Hecht Harrison, cautions against innovating for innovation’s sake and forgetting about the importance of shifting thought processes alongside. Lee Hecht Harrrion is leading the market in helping companies to simplify leadership and workforce transformation towards accelerating their performance and reduce risk. They will be attending as a solution provider at our upcoming 600Minutes Leadership HR in The Netherlands.
New and innovative technologies and methodologies brought into many different industries challenge companies to keep up with their competitors, client and customer expectations. After adopting things like artificial intelligence, digitalization, as well as automation, the employees who formerly managed everything may feel somewhat lost and unmotivated. People create innovative designs and ideas, of course, but not everyone has the ability to seamlessly transition to a new way of doing things.
Dynamic Management of Innovation Adoption
When it comes to the human side of innovation, some companies simply do not know how to prepare existing employees for high-tech paradigm shifts. While hiring people who are adaptable and flexible makes sense, a new computer system should not necessitate rapid turnover. A company like LHH with a focus on workforce transformation can help train leaders, develop new talents in existing employee groups, and facilitate career changes either into or out of a particular company.
Necessary Leadership Abilities for Innovative Workplaces
Team leaders, managers, and executives all play important roles in the success and profitability of a company. In order to facilitate innovation either on a personal, thought-based level or through technology, the leadership qualities must align with the needs of employees. It all starts with accountability. Whether exceedingly automated or just dipping its virtual toes into high-tech waters, a company needs people in leadership roles who are accountable to the overall company.
Leader consulting services such as those offered by LHH foster a willingness and ability to make challenging decisions. Other characteristics of talented leaders include in-depth understanding of the innovations underway, the ability to lead others down the right path and gain assurance that the workers are on board with new strategies and methods.
Every level of leadership throughout a company needs the right knowledge and tools to do these things for the people they are in charge of. When transforming a company through innovation, make sure the understanding and methods to smoothly adopt new things can trickle down from above successfully.
Ways to Boost the Culture of Innovation
When faced with new technology or a drastic shift in process, both leaders and employees can experience a period of confusion. Engaging the services of a workplace transformation company can help facilitate the changes necessary. Perhaps send managers to additional training to help them understand new tech or explore the possibility of taking on new hires with fresh ideas.
Thirza Koster shared that, ‘LHH adopted an idea to challenge employees to think in more innovative ways.’ They were given the opportunity to share their own ideas about business expansion or creation, which would receive both financial and practical investment if their ideas was chosen.
These types of programs foster engagement and comradery within established companies that do not have the same vigour and enthusiasm as a tech-based start-up. An innovative culture supports a willingness to take risks, consider new ideas, welcome failure as a learning tool, and embrace transformations.
Determine WHY Innovation Matters to People
Amorphous ideas about business success and profits represent the go-to answer about why change and innovation matters to a company. However, other than protecting their paychecks, people have different ideas about the topic. This determination extends beyond employees and those in leadership roles, as well.
Innovation is not the end goal. Instead, its purpose depends on the focus and goals of clients and customers who ultimately make a company successful or not. On the other side, innovation also depends on business partners and shareholders who either dream or plan for how their interests can expand in the future.
Showing off by adopting new technology before you fully understand its use or capabilities may backfire spectacularly. Innovation matters little if the people looking in cannot see the value.
The bottom line is that people fuel decisions more than anything. New tech, systems, and employees cost quite a bit. Mistakes cost even more. Leaders who look toward innovation as a solution need to fully understand what they are doing and why they are doing it. If they do not, Thirza Koster recommends developing an agile company culture than can “cut your losses and move on” quickly.
Successful Transitions to Innovative Tech
Both established and start-up companies push technology use as an integral part of doing business in this modern world. Digitizing data, adopting AI technology, or focusing on new apps or systems requires some degree of flexibility. Learning how to promote a paradigm shift within the culture of a company requires even more.
Principles of Success Alongside Technology
When most people think about innovation in business, they consider tech options like artificial intelligence, machine learning, 3D imaging, increased automation, robotics, and similar things. By the time someone decides to adopt one new idea, another has come to take its place.
In the face of such rapid development, companies must remember that leaders propel everything toward success, and employees make it possible to reach new heights. Service providers like LHH and their focus on business consulting and talent development and placement match the speed of tech with the core principles of a functioning and successful business. These come from the people who actually make things happen.
Engage Instead of Replace Effective Employees
When asked how to ensure success when adopting new innovations and technologies, Thirza Koster brought to mind the somewhat worrisome concept of robots replacing employees in some jobs. This idea focuses too much on technology and what might happen in the far future does not give enough thought or consideration to fostering engagement with today’s workforce.
Productivity depends a large part on attitude and the feeling of inclusion and appreciation that a worker is part of new methods and systems instead of struggling to keep up. A focus on engagement pushes motivation and commitment to new heights, and allows whatever innovations a company adopts to function successfully.