Uncategorized Archives - InnoQuotient – We assess the Innovation Culture

More than 50% of the audiovisual industry does not receive training in innovation, a pending issue for the sector

Anna Lleonart — Tue, 07 Feb 2023 09:35:24 +0000

This is one of the main conclusions of the InnoQuotient survey in which nearly 1,100 ISE 2023 attendees participated, analyzed by Professor Jay Rao and Fran Chuan and presented by the latter during his presentation at the congress.

Training in innovation is one of the unfinished business of the audiovisual industry. More than 53% of the sector acknowledges that they do not receive any training to innovate, but act by individual intuition, while innovation is a collective activity. “Organizations are allocating a lot of resources, but they don’t seem to be stimulating among their members the four fundamental skills for innovation: curiosity, imagination, creativity and experimentation. They are more focused on technology”, said Fran Chuan, co-founder and CEO of InnoQuotient, during his presentation at Integrated Systems Europe (ISE). This is one of the main conclusions of the InnoQuotient survey in which nearly 1,100 attendees participated in the ISE 2023, the world’s leading trade fair for the audiovisual industry and systems integration, which was held in Barcelona from January 31 to February 3 and broke attendance record with more than 58,000 people. During his presentation at the congress, Fran Chuan analyzed the results of the survey, whose sample was large enough to have a 95% reliability in the results, with a margin of error of 2.95%. Thus, Chuan stressed that the audiovisual industry is very innovative compared to other sectors, but companies seem to confuse innovation with novelty and technological development and explained that organizations tend to compete in the market to, for example, have the largest screen and the smallest pixel, “but is that innovation? Is that what the market needs?” he asked. “To increase the likelihood of success of a novelty, one might ask what is the problem it solves? Or what need does it satisfy?” he added. Similarly, the co-founder of InnoQuotient detailed that in the audiovisual industry “there is incredible talent”, but it is not used optimally, since when opportunities are detected, “the data tells us that they do not launch to solve them”. In addition, he pointed out that the sector does not “systematize innovation”. “Although the industry is incredibly good at generating ideas, there is a bottleneck when it comes to turning these ideas into opportunities and that is a problem. The data tells us that opportunity spotting is a space with quite a bit of room for improvement”, he stressed.

Scarcity and necessity stimulate innovation

In addition, Fran Chuan stressed that regions with fewer resources, such as Africa and Asia, have cultures that are more prone to innovation than those with more possibilities, such as Europe and North America. “Maybe we are too comfortable with the results we get. We don’t have the need or the scarcity that stimulates curiosity, creativity and innovation”, he commented. According to the CEO of InnoQuotient, the same applies to the educational level of the audiovisual sector: the higher the level, the less innovative you are. “When you have a doctorate you incorporate a series of data and conclusions, which is extremely useful in intermediate and final stages of innovation processes, but when we talk about innovation we talk about the future, and the future is not and we have data. So what matters is how curious you are and how much you let your imagination run wild with options to answer your curiosity, not so much how smart or how well educated you are”, explained Chuan, who stressed that “every innovation in history starts with an open question” and that, when we talk about innovation and the future, “we must act, collect data, analyze it and act again”. As for age, according to Fran Chuan, it does not play an important role in innovation, also within the audiovisual industry. “We tend to think that young people are more innovative than older people, but it’s not true. Up to the age of 26 there is better data, but after that age there is no difference”, he said.

Recommendations to improve innovation

To boost innovation in the audiovisual sector, the co-founder of InnoQuotient proposed a series of recommendations. The first of them is to create a “lingua franca”, a common language on what we mean by innovation, not only in the sector but in each of the organizations. He also insisted on the importance of knowing what the cultural accelerators and brakes are “to develop a true culture of innovation” and promote greater efficiency. “When you are more efficient, what you create are trends, and when you generate trends, talent is attracted to this area. Then, all of a sudden, you have more and more talent generating more and more trends efficiently”, Chuan explained. Another recommendation is to create interdepartmental teams, rather than working in silos or vertically, which facilitates collaboration between different areas of organizations when working together. Finally, he encouraged organizations to conduct a survey to learn more about their culture, because “what your culture is like determines your results”. In this sense, it is worth remembering that it is a unique tool to diagnose the culture before the challenge of developing a Culture of Innovation of organizations, based on a solid and robust model, developed by Professors Jay Rao and Joe Weintraub of Babson College , statistically validated by the Massachusetts Institute of Technology (MIT) and published in the MIT Sloan in 2013 .

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Workplace demotivation, how to solve it with the culture of innovation?

Anna Lleonart — Wed, 23 Nov 2022 13:07:24 +0000

One of the main problems of organizations is the demotivation of their employees. Motivation in the business environment is the ability of an organization to keep its people involved in achieving the business objectives set. It consists of having them active, not only physically, but also emotionally. This is closely linked to performance and productivity and, therefore, maintaining staff motivation is one of the main challenges faced by managers of organizations, who often do not know how to act. In this article we offer you the keys to encourage employee motivation through the culture of innovation.

What does work motivation have to do with innovation culture?

We start from the premise that every organization has a culture, whether it wants to or not. This culture determines the outcome, as it is made up of many factors, such as the resources available, what processes we have in place to manage those resources, and how success is defined and measured. These three components may or may not stimulate people. However, what really stimulates us are not the aspects of our work, but the hard(those of a technical nature), butsoft (those that have to do with one’s personal traits). That is, what really motivates us is to be aware of the purpose of the organization in which we are, that this purpose challenges or stimulates us, as well as having the necessary climate and autonomy to deploy our imagination and creativity, being able to grow as a person and as a professional. It is here where the culture of innovation is revealed as the maximum exponent of that space where elperformand eltransform are combined, that profiting from the present and exploring and transforming ourselves by taking advantage of the future. Therefore, we cannot forget that the etymology of motivation is “motive for action”. Thus, feeling part of the purpose gives us the motive and the cultural space to act creatively and experiment to discover new options.

Business motivation, how to improve it?

Innovation is synonymous with the future, as it involves creating new solutions to existing problems and needs. Therefore, an organization with a culture of innovation will always combine short-term profitability with sustainability in the future of the organization. This requires that the people in the organization feel comfortable challenging the current answers, so they apply the process “Act + Get data + Analyze data” and start again. In this sense, one of the best ways to stimulate this virtuous circle is to gamify the process. As a great expert in creativity says, Philippe DelespesseAccording to the founder of Inteligencia Creativa and Binnakle.com, “when we gamify a business process, the results never cease to surprise us all. Not only do we obtain surprising business results, but we also manage to involve the participants, better integrate the messages and change attitudes”. In addition, we cannot forget that motivation is an emotion and positive emotions are one of the great medicines for many ills that beset us today.

Main causes of demotivation at work

The main causes or errors that kill work motivation within an organization:

Management egos. Business history is full of highly successful managers who end up bankrupting the organization that hired them because of their successes in previous organizations. None of these executives, when they signed the contract of the organization that went bankrupt, had a plan to make it go bankrupt.
The way in which the organization earns money and remunerates employees, mainly managers. If you pay to sell what today gives you prestige and success, you create a tunnel effect that limits your ability to, for example, detect new trends and internal weaknesses.
Not knowing the strengths and weaknesses of the organization’s culture. Climate surveys are conducted, some with enormous popularity. However, climate is only part of the culture. Climate refers to the moment, while culture is much more stable and consistent, being the one that creates spaces for personal growth that is sustainable over time. Talented people are not so much attached to money as they are to growth, so if they hit a ceiling they will leave. This results in unwanted turnover, i.e., people leaving who we wish had not left.

What are the consequences of demotivation at work?

We have already commented on the causes that lead to employee demotivation and their consequences can affect not only the work environment but also performance, among which the following stand out:

Decreased employee commitment to the organization.
Negative attitude towards challenges.
Reduced productivity.
Decrease in the quality of the products or services offered.
Increased unwanted turnover.

How to solve demotivation at work?

InnoQuotient’s role in fostering work motivation through the culture of innovation is crucial, helping hundreds of organizations and hundreds of thousands of people to learn about your culture, your climate and your leadership style, to stimulate the curiosity, imagination, creativity and experimentation needed to generate innovation and, in this way, boost your team’s motivation. InnoQuotient is a unique tool for assessing the innovation culture of organizations, based on a solid and robust model, developed by two Babson College academics, statistically validated by the Massachusetts Institute of Technology (MIT) and published in MIT Sloan in 2013. Since then, its database and, therefore, its capacity to draw very powerful conclusions, not only for the organizations that carry out this diagnosis, but also for institutions that wish to analyze the data, draw conclusions and publish them, has been growing steadily.

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