Innovation needs and problems- just as your

Innovation implementation is one of the most challenging responsibilities that a leader can face. By nature, leaders are executors, with a virtuosity that lies in optimizing their existing business. The term ‘innovation’ has connotations of change, underpinning belief that cultivating a culture of innovation within an organisation, carries risk. Innovation is often dismissed with a tendency to lean towards already ingrained and proven methods within the structure of an organisation. Yet, this is the very reason why cultivating a culture of innovation is vital. Innovation should be systematically embraced and used as a robust channel to maintain and progress a well-established, solid organisational status. Encouraging innovation by igniting creativity from employees, does not have to you feed creativity through be about creating the latest trend work environment complete with lego, flexible hours, relax areas and play dough. Rather, supporting viewpoints,collecting opinions and encouraging the development of team ingenuity, combines to produce a  galvanizing insight to solutions and pinpointing organizational issues. If your team are engaged, inspired and motivated, they will ensure increased commitment and your organization maintains a competitive edge. Drive innovation further within your team by supporting idea generation. Leaders who initiate innovation in this area, will also learn about their organisation needs and problems- just as your customer would. In turn sparking creativity, unlocking the core and ultimately leading to idea execution. A diverse team with an innovative thought process can apply commercial feasibility and determine whether to support or scale.    Maintaining a level of knowledge regarding industry related development, is a key factor in cultivating all areas of innovation within an organisation. Understanding and implementing prevalent industry progression will establish enlightenment for customer requirements- reinforcing interactions and assist with new product development, particularly those designed to attract new markets. Training, attending conferences and events, alongside discussing concerns with team players are all advantageous to cultivating innovation, culminating in competitive advantages.  A reluctance to incorporate new processes, ideas or development is indicative of directionless innovation, worsened by skeptical and defensive reaction from those whose endeavours are to be superseded. Leaders need to invest in support systems, mentors and an abundance of training, alongside implementing an overlap period to help ease transitions. empower teams and celebrate past merits that are worth honouring. Cultivating successful innovation requires regular evaluation to test validity and refine your systems. Providing a correlation to learn as you develop and give confidence to pursue further advancement. Innovative leaders go beyond relying upon an established team to present and offer opportunity. Rather, cultivating a culture of encouragement and empowerment; inspiring teams and employees to innovate systems, processes and commodities. In turn maximising performance potential of contributing talents and ultimately, increasing margins.