Satish Kumar: There is no future without spirituality

Satish Kumar: There is no future without spirituality
This article was published in The Project 25 January 2013 by Maria Jesus Salido. Because innovation is not something merely folklore (the annual celebration of innovation), anecdotal (the boys of the box end of the corridor) and cosmetics (unintegrated business) ... must approach it with a systemic approach. It seems obvious but often observe that such initiatives do not have the expected impact or are not sustainable over time because it was not designed an ecosystem welcomed new attitudes, new ways of working, new ways to manage and lead; in short, a profound cultural change. Today innovation integrated consulting group is far from rigid structures that previously forged most of the productive activity. Today, these large-sized companies have the opportunity (need!) To look out and see what the networks, the "garages", business incubators, and centers cotreball meeting, informal associations, producers of new products and services, for whom innovation comes standard, part of the amniotic fluid which is developed every day, naturally, passion and demand. Innovation is not a project, it is a system; is a committee is a network; it is a process, is a new way of understanding the relationship with the customer and the environment. These were some of the thoughts that a small group of consultants have been sharing the past few weeks to focus on a project that aims to systematize innovation in a large multinational company level. The lines of work that we understand that an innovation project requires, fall into three major areas of impact:
The cultural change is the substrate will allow new things happen. In a knowledge-intensive organization (such as almost all mature in this digital society), all individuals contribute their skills to the common project. Knowledge and innovation arise subsequent iteration between people that complement and "activated". Platforms should be designed (and virtual) that encourage people to meet and get to know. Innovation-innovation should integrated consulting group be or not to be! The scheme of the organization's values is also part of the cultural change. As incentive, as it recognizes (formally and informally socially, economically, professionally ...) people who risk, moving, innovating. integrated consulting group Our structures are designed (or not recognize it) to continue to efficiently and safely predefined processes are designed to inhibit active participation. It is best not to move the picture, go unnoticed (unfortunately, the crisis we increased employment by inhibiting the action always "risky" -). Nothing will work unless we develop a system of incentives (from human resources, through the chain of command) to give a message of hope lens of what our teams. If HR is starring (and of course plays a prima donna of the scene) cultural change must rethink its function from to processes: how and who "recruit"? (We continue recruiting?), Designed as career plans? (Still have meaning?), As the way people? (Learn!) Where ?, why ?, with what tools? (E-learning that we bought five years ago !!! ??), we communicate with computers? (There is life beyond the intranet! -for Very uninformed- 2.0). How to convey clear messages, transparent and credible. As we talked with an organization that has to get up and wake up to a different way of understanding labor relations and their professional contribution. New forms of work necessarily involves pointed pyramidal structures, hierarchical, bureaucratic. Were effective in the past, were used for mass production in a different economic paradigm that we have above. Network, network, network. Communities of practice: innovation, mutual support and socialization, relationships with customers, subject knowledge, process improvement, learning ... These complementary structures