PART 3: Deep dive the future of The Innovation Race

Antarctica

The future of innovation

The power of beliefs.

To create a culture that supports innovation, there needs to be a shift in values from compliance (acting positively to gain rewards and avoid punishment) to internalisation (acting positively because it is congruent with your values.) We are wired to conform, and are rewarded with dopamine when we choose to go along with the ideas and behaviours of our peer group. Group think or a synthetic / conventional belief, is an insulating roadblock to innovation as it stops critical questioning, and exploration, and too often a culture is so strong that the employees learn fast to conform rather than to grow.

Future-thinking innovation strategies and ‘our’ responsibility
Its important to define the innovation race to a larger picture, since we have created a world in which we must continue to innovate to stay alive, yet we seem unable to keep up with the pace needed. “In today’s hyperlinked world, solving problems anywhere solves problems everywhere. Discover the secrets of sustainable innovation at the Arctic poles, and learn why companies are seeing the value of more than one bottom line using purpose driven ethnical innovation to drive profit and staff engagement. The CEO of Salesforce, Marc Benioff believes that  ‘Businesses are the greatest platforms for change and can have an enormous impact on improving the state of the world. As business leaders we are… accountable for the well-being of an extended community of employees, customers and partners, as well as our fellow beings on this planet we inhabit”.

This session covers:

  • How belief systems effect innovation and the inverse relationship between fatalism and innovation:
  • The need for ethical & sustainable innovation
  • Empowerment to make the difference
  • What does and should ‘winning’ mean? for whom? The shift from ‘what’s in it for me?’ to ‘what’s in it for us?’
  • Why CSR is important (and profitable) for innovation?
  • How to ensure that the metaphor fits the desired outcome

Take-aways: Systemic change strategies.

An organizational culture pulse check, and personal cognitive beliefs stages model.