Leveraging Skills to Drive Innovation and Strengthen Organisational Performance

Innovation is the key to staying ahead of the competition and solving complex problems. But rather than being an isolated act, innovation requires collaboration and coordination among diverse and talented team members.?

In the OECD Skills Strategy for Ireland (2023) it was identified that the degree to which skills are used in the workplace, across the economy and in society has important implications for the returns countries can expect to receive from their investments in skills. Furthermore, leveraging skills is central to supporting economic renewal, promoting resilience to global mega trends, and ensuring organisations can achieve their aims of driving innovation. Investing in education, training and innovation ecosystems can allow nations to position themselves for long-term growth and success in an ever-changing world.?

On a micro level, organisations can drive innovation by leveraging technology to support and enhance their processes and operations (UNESCO, 2023). Innovation has become an increasingly important factor in organisational success as businesses strive to meet the needs of a dynamic marketplace.? By strategically leveraging skills and fostering a culture of innovation, organisations can adapt to changing market conditions, enhance their competitive position, and drive long-term success.

How to leverage skills to drive innovation

Leveraging skills to drive innovation and strengthen organisational performance is essential for staying competitive and achieving long-term success in today's rapidly changing business landscape. By actively participating in skills development and effectively utilising skills within the organisation, employers can enhance productivity, boost competitiveness and adapt to the dynamic demands of markets.? This not only benefits individual organisations but also contributes to the professional growth and job satisfaction of employees. Below are some key strategies to accomplish this:

• Identify and Develop Core Competencies: Start by identifying the core competencies within your organisation. These could be technical skills, industry-specific knowledge, or soft skills like problem-solving, creativity, and communication. Invest in developing these competencies among your employees through training, workshops, and continuous learning programmes.
• Foster a Culture of Innovation: Create a culture that encourages employees to think creatively and take calculated risks. Encourage brainstorming, experimentation, and the sharing of new ideas. Provide a safe space for employees to challenge the status quo and implement innovative solutions. Fostering a culture of innovation is an ongoing effort that requires commitment and dedication from leadership, active participation from employees and a willingness to adapt to changing circumstances.? When done successfully, it can lead to a steady stream of new ideas and solutions that drive organisational success.?
• Knowledge Sharing: Promote knowledge sharing within the organisation. Use tools and platforms that facilitate the sharing of best practices, lessons learned, and expertise. Encourage mentorship and peer-to-peer learning. Form cross-functional teams that bring together individuals with diverse skills and backgrounds. These teams can collaborate on projects, combining their expertise to generate innovative solutions that may not be possible within siloed departments.
• Employee Training and Development: Invest in ongoing training and development for your workforce. Offer opportunities for employees to acquire new skills and stay updated with the latest industry trends. Consider partnerships with educational institutions or online learning platforms to provide relevant courses.

• Embrace Technology: To leverage technology for enhanced innovation, it is crucial to align technology adoption with organisational goals and continuously adapt to evolving technologies and market trends; adopt tools and systems that streamline processes, analyse data, and improve decision-making; explore emerging technologies in your industry and assess how they can be integrated into your operations. It is also important to regularly assess the impact of technology on your organisation’s innovation and performance to ensure you are achieving the desired results.?
• Encourage Intrapreneurship: Encouraging employees to act as “intrapreneurs” is a powerful way to drive innovation and foster a culture of entrepreneurship within an organisation.? Intrapreneurs are individuals who take on an entrepreneurial mindset and approach within the confines of an existing company. This can lead to innovative solutions and products that strengthen the company's performance.
• Collaboration and Partnerships: Collaborate with external partners, such as industry organisations, research institutions, and start-ups. These partnerships can bring in fresh perspectives and access to new technologies or markets.? Additionally, listen to your customers and involve them in the innovation process. Understanding their needs, preferences, and pain points can guide the development of products and services that drive value and strengthen your organisation's performance.

Measuring Skills to Drive Innovation

Measuring skills to drive innovation is essential to gauge the effectiveness of efforts and ensure that an organisation remains on the right track.? So too is ensuring that leadership teams are committed to fostering innovation and skills development.? Leaders should set the example and actively support initiatives aimed at strengthening organisational performance through skill leveraging and innovation?

Below are some approaches and methods to measure skills that contribute to innovation within your organisation:

• Skills Assessment surveys: Create surveys or questionnaires that employees can complete to self-assess their skills related to innovation. Ask questions about problem-solving abilities, creativity, adaptability, and other relevant competencies. Aggregate the data to identify skill gaps and strengths.
• Skills Inventory: Develop a skills inventory or database that tracks the skills and competencies of each employee. This database can include not only technical skills but also soft skills like critical thinking, communication, and collaboration.
• Performance Metrics: Align key performance indicators (KPIs) with innovation objectives. For example, you can track the number of innovative ideas generated, the percentage of these ideas that get implemented, or the revenue generated from new products or services.
• Innovation Impact Metrics: Measure the impact of innovation initiatives. Assess the success of innovative projects in terms of revenue growth, cost savings, customer satisfaction, or market share gain. Develop a competency framework that defines the skills and behaviours associated with innovation. Use this framework to assess and develop employees' innovation competencies.
• Idea Management Platforms: Use idea management platforms or software to collect and evaluate innovative ideas from employees. The platform can help track the source of the ideas, the skills required to execute them, and the impact of selected ideas.
• External Benchmarks: Compare your organisation's innovation skills with industry benchmarks and best practices. Seek out external surveys and reports that offer insights into the skills required for innovation in your sector. Develop an innovation capability index that considers factors like the organisation's innovation strategy, leadership support, innovation processes, and employee skills. Regularly assess this index to track progress.

Important Considerations

Innovation is the key to staying ahead of the competition and addressing complex problems in today’s dynamic and interconnected world.? However, it is important to recognise that innovation is not typically an isolated act but a collective effort that thrives on collaboration and co-ordination among diverse and talented team members.

Here are some important points to consider in this regard:

• Diversity of Perspectives: Diverse teams bring a wide range of perspectives and experiences to the table, which can lead to more creative and innovative solutions.? Different backgrounds, skills and viewpoints can uncover new angles for problem-solving and spark fresh ideas.
• Cross-Functional Collaboration: In many cases innovation requires expertise from multiple disciplines,? Collaborative teams that bring together individuals with various skills and knowledge can effectively tackle multifaceted challenges and generate holistic solutions.
• Complementary Skills: Each team member may possess a unique set of skills and competencies. When these skills complement one another, they can lead to a more comprehensive approach to innovation. For example, technical skills, design skills, marketing expertise, and project management all play a part in the innovation process.
• Collective Intelligence: Collaboration fosters collective intelligence, where the combined knowledge and abilities of the team exceed that of any individual. This group intelligence can lead to more informed decisions and innovative breakthroughs.
• Idea Generation: Brainstorming sessions and collaborative idea generation can produce a wide array of creative concepts. The synergy among team members can lead to the development of ideas that no single individual would have come up with.
• Risk Mitigation: Innovation often involves taking calculated risks. Collaborative efforts allow team members to share the burden of risk and provide valuable input on risk management and mitigation strategies.

In Summary

Innovation is not a luxury but a necessity for organisations aiming to succeed in today’s dynamic marketplace.? By strategically leveraging skills and fostering a culture of innovation, organisations can not only adapt to change but also position themselves for sustained growth and long-term success.

Measuring skills to drive innovation is crucial for organisations.? It helps in assessing the effectiveness of their innovation initiatives, identifying areas that need improvement, and ensuring that the organisation is on the right path to achieving its innovation goals. Regular evaluation and adoption of skills development initiatives are essential to staying competitive and innovative in a rapidly changing environment.??

Innovation thrives on collaboration and coordination among diverse and talented team members.? Recognising the power of teamwork and the collective intelligence of a group is essential for organisations seeking to address complex problems and gain a competitive edge in today's rapidly evolving business environment.

By Fiona Whelan

Director of Education & Skills

abodoo

Share Your Stories

We're eager to feature your stories and experiences in future editions of our newsletter. If you have a personal or professional connection to green or digital skills or an inspiring story to tell, please get in touch with us.

Stay Connected

Don't forget to follow us on social media and join the conversation surrounding digital and green skills.?

Thank you for being part of our community and sharing your experiences.?

If you are interested in reading more, you can read our previous Skills Newsletters

V47 How can we Make Tech More Diverse

V46. Green Skills, What’s your Definition?

V45 Can the world be more inclusive in bridging the skills gap?

V44 Is there a Digital Skills crisis for Banks?

V43 What are your Skills worth?

V42 Reviving Hope: Rethinking UN Sustainability Goals through Skills

V41 Do Leaders really know the future skills they need?

V40 The arbitrage of skills for countries facing shortages

V39 How governments can integrate learning and jobs to bridge the skills gap

V38 How to use Skills to positively impact D&I

V37 The impact of marrying Macro and Micro Skills Data

V36 5 steps to building a Future Skills 1st organisation

V35 The powerful skills potential of the under-represented

V34 How we can create a Transdisciplinary Approach to Skills Development

V33 Education and Innovation: The Key Drivers for Skills Development

V32 Why We Need to Recognise and Enhance the Skills of Rural Dwellers

V31 How is Artificial Intelligence Impacting the Skills Agenda?

V30 The Role of Micro-credentials in Closing the Skills Gap

V29 The Development of Green Skills is no Longer an Option but a Necessity

V28 The Transformative Power of Skills Data to Unleash Human Potential

V27 Why there is an immediate need for global economies to close the gap in Cyber Skills

V26 Celebrating the Official Launch of the European Year of Skills

V25 Immediate need for global economies to close the gap of Cyber Skills

V24 Bridging the Digital Divide (A close look at Europe and APAC)

V23 Skills Challenges Globally (A case study on APEC)

V22 The Rising Importance of Transversal Skills and Young People

V21 The Skills Revolution - taking a personalised approached to Skills Development is essential

V20 A Deep Tech Skills Initiative like no other

V19 Taking a macro evaluation of Skills with citizens at the heart

V18 Can Micro-credentials bridge the gap between industry and education?

V17 The Great Break Up - Why are so many women leaving the workforce?

V16 Can Villages unlock Skills pipelines for the future?

V15 Cyber-attacks are an ever growing threat in today’s tech environment

V14 The race between new Skills and AI has begun

V13 How can we better recognise the skills and talent of people with disabilities?

V12 What I learnt in Brussels on the Future of the Digital Skills Revolution

V11 The beauty of Brussel's Skills Vision

V10 Davos 2023 - Is it time to give up on Skills?

V9 Skills Taxonomy - Whats the importance and risk

V8 Smart Skills Investment brings Success

V7 Synergies between Skills and Remote

V6 The Secret Sauce of Skills

V5 2023 Year of Skills - What does it mean for you?

V4 The Hidden Skills

V3 How the Unity of Education and Industry can transform skills shortages?

V2 Your gold is in a Skills Audit

V1The Power of Skills