- Explaining. Your people need to understand why growth and innovation are so important to the company’s future. “You can’t assume that people understand it until you explain and interpret it to them in terms that are meaningful to them,” says Danner. “Maybe growth is important because it opens up job opportunities, or affords salary increases, or it might allow you to reach more customers -- what’s the fundamental reason that matters to your organization?” Explaining the growth goals in relatable terms helps the team feel more inspired and motivated, and more involved in the process of innovating toward those goals.
- Expecting. Innovative cultures invite ideas from all over the organization, often from people you wouldn’t expect. Leaders must convey that they expect and welcome innovative ideas from all sides. “The question I always ask my clients is ‘how many of your people think they can be the next great innovator?’” says Danner. “Create a culture that expects and invites everyone’s involvement in the innovation process,” says Danner.
- Exploring. It’s critical for leaders to begin looking at their business from the outside. “Think about your business from the point of view of your customers, your suppliers, and competitors,” says Danner. This will help you understand potentially new ways of defining the scope and footprint of your business. “Innovation and entrepreneurship always exist in that no-man’s-land between execution of today’s business and exploration for tomorrow’s business.”
Work within a team to investigate the evolution from idea to concept to viable startup. Startup Bootcamp for Executives is a 3-day program at UC Berkeley that will fundamentally alter your perception and capabilities...