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Teaching – One Pillar of Healthy Innovation

I think there are three pillars to healthy innovation within a company or university.

  1. Teaching
  2. Collaboration
  3. Organizational Health

Leave-Me-Alone

In this post I’d like to discuss teaching, I’ll touch on the others in later posts.

Have you ever encountered scientists or engineers who refuse to change their innovation habits?  They seem to know everything, they ridicule most efforts at managing innovation and are almost impossible to influence.

I’ve acted this way myself, scoffing at attempts to manage innovation, telling managers and the like to just leave me alone, I’ll figure it out and send you a report. There is value in just leaving a good innovator alone but that is just one tool of many in innovation management.

The accumulation of knowledge tends to increase ego, if you’ve spent a lot of time around certain University professors it is not hard to see this:

1 Corinthians 8:1 … knowledge puffs up …

Valuable R&D professionals discover, accumulate and manage knowledge very efficiently.

We need to lead our innovative teams in a way that will both cause our most innovative R&D pros to collaborate together and in a way that does not trigger anger and resistance.

I am convinced that there is a win-win if we can encourage our scientists to teach.  If we can get our R&D professionals to teach one another, teach leadership, and document learning’s with a motive of teaching this will trigger collaboration, sharing of knowledge, and a feeling of being engaged, (which will speed up innovation long-term).  The great thing about teaching is that it appeals to intellectual ego that can cause us to be uncooperative at times.

What are  other tips at getting R&D professionals to collaborate?

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Are We Too ‘Career Selfish’ ?

I once devised the term ‘career selfish” in response to how I felt I was being treated in an organization.  I had gotten to the point that I could look at unfair situations within my organizations and instead of anger I began to look with empathy, I was able to put myself in the shoes of leadership and analyze the situation.

I started my career a little too early as a technician, a 20 year old associates degree technician in a sea of PhD’s, of MBA’s, and of professional engineers, I had only an associates degree at the time so the hierarchical obstacles seemed insurmountable.   I never gave up the ambition of trying to move up, of trying to get recognition and credit for my work and get promoted. I don’t know how many times I told my supervisors “hey, I have a career too… I care about my future here also, please care about my development, please care about my career..”.   What I came to realize is how common career selfishness is, myself included.  Whether it be credit stealing, kingdom building or simply not caring about the people around us.  Career selfishness is toxic when found in any organization, career selfish leaders create unhealthy cultures and career selfish employees.

A career selfish leader does not develop people that they do not like personally, any prejudice, any difference in political or ideological or worldview is a set back to the career of those under them.  They often have tight circles of like-minded allies and buddies.  The career selfish person can be great if you are in their circle but horrible for your career if you can’t seem to get into or don’t want to be in their circle.

me-me-me

There needs to be a space in a leaders life that develops people not because they like them, because they agree with them about politics, because they are the optimal gender or race that fits their biases well but simply because they are leading them on behalf of the company or organization. Leadership requires selflessness in this regard. An employee should be led well, developed to their fullest potential simply because they are a part of the organization, because they are a paid employee.  The thoughtful leader is smart enough to realize how important it is to have a healthy organization and is able to professionally develop and foster a healthy culture.

Career selfish people often begat other career selfish people, they promote career selfish, they encourage that behavior because they believe that behavior got them to where they are and will bring success in the future.  They call it “dog eat dog” or say “I am a shrewd businessman”

So what can we do if we find ourselves in the midst of an organization, or even our own career that has been career selfish.

A few suggestions:

  1. Let your supervisor/manager and surrounding team members know that you are trying to make them successful both in the professional goals of the team but also in their career and development, let them see your new selflessness.  This might be awkward at first, but it takes an effort to change culture.
  2. Tell your boss that you want to grow, that you care about your career, ask for help in your personal development and if they wont then work to leave that organization.
  3. If you’ve been selfish, simply apologize and start helping people under and around you.

I think leaders often have absolutely no idea how their behavior affects culture and the behavior of their direct reports. I love this quote from organizational development consultant Patrick Lencioni, speaking to leaders.

This is bigger than you think, you are part of people’s lives, and as  managers and leaders the way you manage and lead your people impacts this world in ways you just can not imagine…they treat their spouses and kids and neighbors and friends differently based on how you manage and lead them. – Patrick Lencioni

What are some other ways that can we overcome career selfishness in our organizations?

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“Corporate America” Bashing

I listen to the motivations entrepreneurs often and have noticed that one of the top reasons they give for starting their own companies is to escape from “Corporate America”.  The “Corporate America” term has come to mean bureaucracy, dysfunction and frustration for many many people. This bothers me because…it does not have to be this way!

Fist-in-air

What if leader’s in “Corporate America” began a personal mission to heal the bureaucracy, dysfunction and frustration within their organizations?  What if organizational health became one of our top objectives?

Think of impact that this would have on productivity, think of the impact this would have on turnover rate.  Think of the impact this would have on financial performance over time.  Think of the impact this would make in employee’s lives and in job satisfaction.

I believe that the impact from this would be amazing!

Get healthy corporate America! care about the impact of your team and project leadership, don’t be lazy in your people management, understand the impact of your leadership …or lack of leadership in people’s lives, in people’s careers, on people’s salaries and most importantly on your company’s performance in the market.

Here are three things that we can do in the short-term to improve the health of our organizations:

  1. Communicate the purpose of the organization and your commitment to health constantly, even if it seems redundant, say it out loud repeatedly.
  2. Care about the growth of our people, challenge them to grow and expand their skills and tangibly reward them when they do.
  3. Ask our people for help in making healthier teams, because they have a major role to play in team health.

 What other things can we do today to make our organizations more healthy?

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