Question & Answer: Identify three conditions that would need to be implemented (or have already been…..

Innovation means application of viable new or unknown ideas to explore the new ways to accomplish goals of a business or an activity. In the field of business, the innovation process initiates with the generation of Idea and conceptualization in terms of implementation of the same while on the other side, to implement the Innovation, change could be one of the most inevitable methods. Change is the process of making things different. Change could be a planned one wherein Planned Change activities that are intentional and goal oriented are considered while it could also be change agents where the persons who act as catalysts and assume the responsibility for managing change activities are considered.

Accordingly, three conditions would be suggested in order to create in our organization a culture of innovation and change:

1. Understanding the importance of Change Competency

2. Adapting to Kotter’s Plan for Implementation of Change model

3. Incorporating various activities as the part of the check-list in the Training and Development team to ensure the implementation.

The first condition that is needed to be implemented in the organization to create a culture of innovation and change is the change competency wherein the goals of Planned Change would include improving the ability of the organization to adapt to changes in its environment while changing the behavior of individuals and groups in the organization since people are usually resistance to change.

The next condition would be to adapt to the Kotter’s Eight-Step Plan for Implementing Change for Innovation:

1.     Establish a sense of urgency by creating a compelling reason for why change is needed.

2.     Form a coalition with enough power to lead the change.

3.     Create a new vision to direct the change and strategies for achieving the vision.

4.     Communicate the vision throughout the organization.

5.     Empower others to act on the vision by removing barriers to change and encouraging risk taking and creative problem solving.

6.     Plan for, create, and reward short-term “wins” that move the organization toward the new vision.

7.     Consolidate improvements, reassess changes, and make necessary adjustments in the new programs.

8.     Reinforce the changes by demonstrating the relationship between new behaviors and organizational success.

Following are the key aspects that the above model identifies:

• Creation of sense of urgency on the part of the Operational managers
• Building of a right team of committed employees by the managers
• Appropriate visionary skills to foresee the future and the Organization’s position in the same
• Strong and effective communication system in place
• Empowerment to the employees to ensure commitment and dedication in the change process
• Short-term incentives to motivate the employees quickly in order to adapt themselves to the changed environment
• Imparting of training to make the change more acceptable to the employees.

Finally, the below steps could also be preconditioned in the team of Training and Development within the Organization to ensure the culture of Innovation and Change in order to deal with resistance to change, if any:

•          Education and communication

•          Participation

•          Facilitation and support

•          Negotiation

•          Manipulation and cooptation

•          Coercion