innovation
A decade’s worth of executive sur-veys
on innovation highlights
a significant gap between what
leaders say they want and what
their organizations deliver. According to
research, over 80 per cent of leaders sur-veyed
believe innovation is important for
their future success, but less than 30 per
cent are satisfied with their current lev-el
of innovation. A recent survey found
the same pattern for HR professionals,
whereby 82 per cent indicate that innova-tion
is “important” for HR, but they rank
it as priority number 12. So why, despite
all the talking, have executives and HR
professionals not given innovation the at-tention
it requires? The short answer is
that they have not had sustainable solu-tions
– practical and reliable approaches
that deliver long-term, predictable results.
Instead, they have had an endless array
of partial answers. They are left with an
alarming innovation gap.
HR must be a driver of innovation in
order for the organization to overcome its
innovation gap. Some may be surprised by
that statement if they perceive innovation
as only transformational products such as
smartphones. What role does HR have
in developing transformational products
other than hiring the talent to generate
those kinds innovations? In actuality, in-novation
delivers value in organizations
in more ways than transformational prod-ucts
do. Most innovations occur through
adjacent areas, meaning diverse employ-ees,
teams, departments and organizations
that combine perspectives, resulting in
new ways of thinking and operating. Those
HR: A Driver
of Innovation
BRIDGING THE INNOVATION GAP
Photo by Hans Slegers / Photos.com
By Dr. David Weiss
HRPATODAY.CA ❚ MARCH/APRIL 2014 ❚ 45