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Innovation Teams – Categorized by Behavior

I like to categorize teams based on predominant behavior rather than function in order to highlight helpful or unhelpful behaviors for an organization. Below are three common types of R&D/ Innovation teams.

  1. The Siloed Team

  2. The Collaborative Team

  3. The Managed Team

The siloed team has strong technical contributors, they are very skilled technically, they are actively inventing and learning.  The siloed team tends to be competitive internally, the technical contributors hold back their insights and are reluctant to share what they know and what they plan.  This is both a strength and weakness, a strength because it often increases the quality of the science done by the team,  yet it is a weakness for the company because internal collaboration would significantly speed up time to market.

The behaviors of most in the siloed team is a product of both team members disposition and management’s promotion criteria.  The siloed team tends to have learning curves that move with the ability of the individual contributors. Managers often later compile learnings (learnings that are shared up) and then make business decisions. 

The collaborative team is characterized by team members who do not mind sharing what they are learning and sharing credit for team progress.  The behavior of the collaborative team is mostly result of the team members level of maturity and the ability of the managers who oversee it. The collaborative team learns the fastest for the company and ‘get to the point’ of new innovations as fast as possible.

The managed team is the third type of team. The managed team works well with their leadership and enjoys communicating up.  The meanaged team is open to sharing credit and the individuals on the team do not mind making their manager successful. A weakness of this team may be that those who are very strong technically may dislike this type of team and avoid it also corporate bureaucracies can sometimes thrive.

The goal of any science and engineering innovation team is to learn quickly and ‘get to the point’ to where new innovations thrive for the company or university and get there as fast as possible.  The collaborative team typically gets there the fastest. The siloed team can repeatedly learn the same things over again because they don’t take the time to learn from one another competing for that next promotion or award.

The biggest harm created by the siloed team is time wasted, time to market is the key to new innovations for a company.  The ability of an R&D organization to get from siloed to collaborative will have a large impact on how successful the company or university department will be over time, some may never get there and are simply wasting money, they may be the most intellectually talent people around but they are still wasting money.

Do you have tips for making a team less siloed?

I have decided to ignore all comments on this blog due to excessive amounts of spam so please tweet comments to @Colliers2 or email me directly at colliersengineering@gmail.com,

Adam Collier

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Announcement – Podcast Coming Soon!!!

I fell in love with podcasting this past January 2013 I listen to business and other podcasts daily and decided I simply must create a podcast.

If you are unfamiliar with podcasting, a podcast is basically an audio blog another way to explain it is radio on demand, you can listen to podcasts over an internet site or through a smart phone.

Podcastlogo

iTunes has the largest and best selection of podcasts. To start listening to podcasts simply downloand the ‘Podcast’ or ‘Stitcher’ ap on your iPhone to begin listening about your favorite topic. If you have an Android try the Podkicker app or the iPP Podcast Player.  There are a huge and growing number of podcasts out there so check out your favorite topic.  Podcasts are great to listen to while driving, exercising, mowing, etc, just pop in some ear buds and push play, it is great.

I have decided to start a podcast about the niche topic; organizational health for innovation organizations.  I plan to primarily discuss organizational health for R&D organization, including ways to accelerate product development through effective innovation, how get more engagement and participation from science motivated employees, the type of culture to create and encourage for your innovation teams, and much more.

This is primarily a business podcast for the high-tech sector but we may also discuss other organizational health topics including leadership, good science vs. bad science, family health, church health,  ‘culture’ and team mindset.

I am passionate about this topic and feel there is a lack of audio content about this topic, I have more than 17 years of experience in the high-tech R&D sector and I am eager to start talking about this topic.

The podcast episodes will reside on this website and I expect they will become the primary purpose of this site.

I hope to have the first few episodes produced and published before the end of summer 2013.

Please stay tuned, and if you haven’t yet please load the appropriate podcast app to your smart phone today, you wont regret it.

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Increase Your Collaboration

Collaboration is critical to innovating successfully. Working within any sector no two employees are the same, each has a unique set of skills and knowledge.  Whether it be skill with understanding physical mechanisms and designing complex experiments or in-depth knowledge about a supply chains.  A company’s greatest asset is the knowledge lying within its employees.  Monetizing this growing and diverse knowledge base can occur faster and more complete by connecting all of this knowledge. 

poster session

Connecting the knowledge that lies within the heads of our employees can occur easiest through collaboration.

According to Miriam Webster the definition of collaboration is:

: to work jointly with others or together especially in an intellectual endeavors
 
I think that ’employees helping employees’ summarizes well the concept of collaboration any business related topic should be considered ‘intellectual endeavors’.
 
This is all well and good but we can not ignore the fact that collaboration does not always come easily. I have worked for almost 20 years and with dozens of R&D scientists, engineers and technicians through the years and have never met one that always enjoys collaborating. There are good reasons that we do not want to collaborate, however I think the biggest reason is the need to get credit  for our work, we need credit for our work if we are to enjoy career growth.
 
Why should I share my latest ideas, insights and learnings with people who will then pitch them to management and take credit?
 
This is the number one obstacle to collaboration and I believe is the number one hindrance to speeding up R&D and innovation.
 
This credit issue is not always easy to talk about, it is like the elephant in the room, it is not related to technical skill or intelligence but is a behavioral management issue, it is an organizational health issue, we feel selfish to admit that we want credit, we feel selfish to say ” why should I work with him or help him, when I wont get any credit?”  But the truth is most of us feel that way, most of us realize we need credit, we need managers to recognize and give us credit if we are to go anywhere in our career. Those heavily promoted are almost always skilled at getting credit for their own and/ or other people’s work.
 
Imagine what we could do together if it did not matter who got the credit.
 
Below are three ways I think that we can increase collaboration within large innovation centered organizations:
  1. Design and enforce a corporate-wide fair distribution of credit, being mindful and cautions of the type of people who you are promoting, don’t allow credit stealing, don’t allow champions at politicking to dominate the culture, remember we get more of what we promote, for the good or for the bad. Promote collaborators, promote teachers, promote maturity in your workforce not extreme loyalty.
  2. Employ social collaboration tools, software for social collaboration is growing rapidly, these tools will only become more widespread and I believe should be adopted as soon as possible.
  3. Build an indexed storehouse of corporate knowledge of summarized reports and IP.  Knowledge management and access is critical to minimize re-learning, parallel learning and total loss of learnings to email and overworked managers.

 What else hinders collaboration within organizations?

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