I recently caught up with a long term, highly successful and esteemed colleague who proudly shared with me her latest model for developing high performance leaders in global corporations. Whilst it was a very comprehensive and multi faceted model, that clearly outlined the evolution of her company’s learning and development process for leadership education, what caught my attention was the absence of any reference to innovative leadership, involving developing capability in leading and coaching innovation.
The world has changed – how is it that she hasn’t noticed?
The recent Quarterly Magazine “Management intuition for the next 50 years” McKinsey & Co avidly describes this newly emerging world, which seriously mandates creating a new paradigm for innovative leadership;
“The world ahead will be less benign, with more discontinuity and volatility and with long-term charts no longer looking like smooth upward curves, long-held assumptions giving way, and seemingly powerful business models becoming upended.”
“Emerging on the winning side in this increasingly volatile world will depend on how fully leaders recognize the magnitude- and the permanence – of the coming changes and how quickly they alter long-established intuitions”.
The Boston Consulting Groups 50 Most Innovative Companies Report states that Innovation remains a top-three priority for three-quarters of respondents, with more than 60 percent spending more in 2014 than in 2013. Despite the high priority and increased spending on Innovation, one troubling fact stood out – the fear that “results may be elusive”.
The vast majority of executives, in fact, 70 percent, stated that their companies’ innovation capabilities are only ‘average’ and 13 percent see them as ‘weak’. When they talked with executives around the world, however, the aspiration to raise their innovation game was nearly universal; yet “They ask how does my company breakthrough?”
What is the emerging innovative leadership paradigm?
This emerging paradigm distinguishes between what we know and practice now as ‘leadership’ and what ‘innovation leadership’ really means in terms of capacity and capabilities? This suggests that we require a new vision of preparing, developing and enabling capable innovative leaders and coaches who create the kind of ‘breakthrough innovation’ companies want, need and aspire towards.
How will this be enabled?
This could be enabled by a shift from a performance driven system to the development of a learning and performance eco-system. This is one which is flexible and adaptable, creative and dynamic, and is shaped to enhance individual and organizational effectiveness. It will connect people and support them with a broad range of content, processes, and technologies that drive performance and innovation!
There is an opportunity for supporting and enabling leaders and coaches to create breakthrough innovations through the development of specialist innovative executive coaching relationships. For key players in the coaching industry, to maximize this opportunity by shifting their own business games and breaking through to become authentic coaches for innovation!
To create and drive such a system requires a new innovative leadership imperative – the art of breaking through!
We define this as someone who contributes the best of oneself, and generates the best from others, for the good of the whole – in the context of innovation and entrepreneurship!
Our research suggests that there are seven key breakthrough capabilities and roles for successfully coaching and leading to flow and flourish in an increasingly volatile, uncertain and complex world.
- Leader as value creator
– Putting customers first by analyzing markets and behaviors to understand and empathize with their needs, problems and desires.
– Adapting lean and agile methodologies and business models to satisfy solve and fulfill these needs, problems and desired.
– Creating innovative products and services that add value to the quality of their lives in fresh and creative ways.
- Leader as explorer and visionary
– Courageously explore unchartered and dangerous waters and relentlessly re-inventing themselves and their organizations.
– Envisioning wicked problems as possibilities that can be transformed into innovative solutions that customers and clients value and cherish.
- Leader as connector and connected
– Confidently, courageously and compassionately creates connections, and networks across differing and diverse teams, business units, fields and multiple disciplines.
– Maximizes opportunities to embrace diversity by sharing knowledge, skills and experience to create and invent ideas and solutions.
- Leader as intuitive strategist
– Letting go of what their subject matter expertise to sense and see operating patterns and emerging trends.
– Making sense of novel inputs, perceiving and discovering new directions by making connections across seemingly unrelated questions, problems or ideas.
– Thinking outside of the box to create breakthroughs at the intersection of diverse disciplines & fields.
- Leader as technologist
– Understanding the scope and opportunities available for their organizations in the internet of everything.
– Creating entirely new business models and revenue streams, both for startups and established companies that can leverage existing assets in exciting, profitable new ways.
– Changing the basis of competition to enable them to compete as part of an industry ecosystem.
- Leader as disruptive provocateur
– Embodying the being and enacting the thinking states, innovative mindsets and generative discovery skills and practices to enable people to be, think and act differently to create breakthroughs.
– Fearlessly questioning, challenging and disrupting ‘what is’ to experiment with and taking bold and intelligent risks and embracing failures that generate improvements and learning.
– Resulting in unexpected breakthroughs, paradigm shifts and innovative outcomes.
- Leader as altruistic and adaptive humanist.
– Adapting to change and being able to sense and perceive from within the ‘whole’ system.
– Driven to make a difference by linking their individual and organizational stories to the ‘world story’ to create a more flourishing world in connected, compassionate, collaborative and equitable ways.
Can leaders (and coaches) learn how to be innovative?
Clayton Christensen, in The Innovators DNA, clearly established that innovators are both “born with a genetic predisposition and made through active endeavor”.
He describes how major research projects carried out on the creative abilities of identical and fraternal twins found that:
– 25-40% of what we do innovatively stems from genetics,
– 60%-75% of our innovation skills come from learning.
That “Nurture trumps nature as far as creativity goes,” we first need to understand the skill, to practice it, which supports us to gain the confidence in our capacity to create.
So, if it’s possible in the world, it’s possible for me and for you, innovative leadership is only a matter of HOW!
At ImagineNation™ we provide innovation coaching, education and culture consulting to help businesses achieve their innovation goals. Because we have done most of the learning and actioning of new hybrid mindsets, behaviors and skill-sets already, we can help your businesses also do this by opening people up to their innovation potential.
Contact us now at email@example.com to find out how we can partner with you to learn, adapt and grow your business in the digital age.