What are some effective ways to demonstrate to innovators that you value their input?

If your organization is fortunate enough to attract innovators, consider yourself lucky – and then be wise enough to let them steer the ship. Steve Jobs once highlighted the essence of this approach: we hire smart people not to direct them but to have them show us the way. In this context, autonomy isn't just important; it's essential. However, autonomy alone isn't the silver bullet. It must be coupled with a solid accountability framework and a crystal-clear mission. As Eric Schmidt brilliantly put it, it's like managing at the edge of chaos. This is where true innovation thrives. I've made my share of mistakes.

The most effective ways to demonstrate to innovators that you value their input are: 1. Acknowledge their contributions publicly 2. Put your money where your mouth is (assign budget to support their prototype development) 3. Expand their available discretional time to further innovations 4. Make them business partners on viable and scaleable commercial ventures based on their innovations

True empowerment of innovators goes beyond just involving them in decisions; it's about providing context and fostering ownership. Simply asking for opinions isn't enough. Innovators should understand the 'why' behind decisions, even those they aren't part of. This transparency is essential. Empowering innovators also means teaching them to make smart decisions. They should learn to evaluate trade-offs, differentiate between reversible and irreversible choices, and see how their decisions align with the overall mission. It’s not just about having the authority to decide but also owning the outcomes and learning from them.

To effectively support and challenge innovators, the first step is coaching managers to navigate and manage chaos. True appreciation of innovators involves a fine balance between providing support and posing challenges. It's not merely about resources and guidance but also about fostering a culture that encourages risk-taking and growth. Real support transcends assisting with immediate obstacles. It's about creating a safe space where ideas and failures are openly shared, promoting a learning environment free from judgment. This approach encourages innovation, fostering a climate where every challenge becomes a stepping stone for growth and every support a tool for empowerment.

In my experience, providing a culture that encourages risk-taking and experimentation is the starting point in supporting innovators. An environment which recognises and rewards their contributions, offer resources for professional development, and foster an open dialogue for idea-sharing is key. Additionally, creating cross-functional teams to promote diverse perspectives and collaboration, regular feedback and acknowledgment of their impact can also reinforce the value you place on their input.

I would add: - Innovation Coaching: Train managers and team members in leadership and decision-making for innovative environments. - Cultural Context in Innovation: Adapt innovation strategies to fit the unique cultural dynamics of each team, i.e., Japanese and German organizational cultures. - Diversity for Creativity: Utilize team diversity to enhance creativity and problem-solving. - Mission and Goals: Clearly define mission and goals, aligning efforts with team tenets. - Communities of Innovators: Create spaces for innovators to share ideas and experiences, fostering collective growth. - External Engagement: Promote external activities such as conferences and blogging for fresh insights and industry connectivity.