To Bounce Back From Failure Is Innovation

When we say ‘Innovation’, we just don’t look at traditional R&D for development of innovations or cracking new campaigns, but simple ideas from our employees to help drive the organisation towards an innovative route. It is the responsibility of us managers to make our employees innovate. This is not a simple job, but managers can try and assist their employees to get more innovative and think unconventionally. Some ways are by giving employees the time and resources needed to develop a new mindset, skills and relationship, understanding the corporate innovation strategy and aligning our projects with this strategy.

Innovative role modeling and providing vision can lead to idea generation by employees. Smooth, clear and most importantly transparent communication on a regular basis is one of the basic pre-requisites required for innovation in the premises. The easiest way to channelise proper communication is by organising regular feedback sessions with employees as well as our clients, and then the problems be taken as a team challenge. Employees showing signs of innovation and ideas should be recognised and rewarded.

Innovation in today’s dynamic corporate environment is much needed because of the continuously changing environment, evolving technology, and of course, the customers’ evolving desires.

For innovation and new ideas to be flowing on a regular basis from employees, it requires us to give them effective and regular trainings to overcome their limitations and explore new boundaries. Employees need to know what others within their company are doing and what their responsibilities are. They need to learn how everyone works together and how all other areas connect to each other. Creativity thrives on diverse stimuli and connections with others.

Employees should also be made comfortable so that they are willing and prepared to spend some of their own time to explore, develop, and present their own ideas, which should obviously be in sync with the company’s goals and vision for future. Also, knowing what competitors are doing in the market gives a fair idea of what is to be innovated next so that we have an edge in the market.

I feel that intellectual challenges can be a strong motivator for which employees should be trusted, given freedom to think and fail, and provided resources when required. To motivate employees to be innovative as leaders, an employer is required to be emotionally intelligent and should see delegation as an important responsibility to nurture talent amongst employees.

Team building is an opportunity to learn the art of blending individual brilliance and team excellence. Team is also about empowering everyone to achieve maximum success when we work as a team. Finally, the most important aspect of being innovative is to bounce back from failures with even more vigor and willingness to conquer. Managing stress is another important aspect to come out as an innovative winner.