Response A & B

[Lorna Beaton]

A. Read: The Ten Traits of Great Innovators

www.forbes.com/sites/rebeccabagley/2014/01/15/the-10-traits-of-great-innovators/?sh=426fece74bf4Be prepared to discuss one or two of these traits and how it/they apply to your role and work as a leader.



1. creating an environment that encourages innovation an new ideas. Re-imagine things that already are.

10. Customers don’t always know what they want. Extend to need.





B. Post on the Discussion Board:

Choose one leader you know, have worked for, or have simply followed via press, books, podcasts, etc.



James Reed, Chairman of Reed Group. Worked for/with 2004-2011.  www.reed.co.uk/james-reed/blog/

- What is one way trait or behavior that they practice that encourages innovation in their team? Each year £1M investment in the best idea pitched from an employee. Lots of prizes, competitions for pitching ideas.



- What is one thing that you took away from their work that you are striving to implement today in your work? Encouraged to write down idea heard or thought of each day. Follow up if the idea has been tried out. If the bus is going somewhere interesting get on it, you can always get off.

[paulwickson]

Hi Lorna. Thanks for sharing this.

I'm interested that the trait you've chosen that encouraged innovation in their team was around financial gain or prizes. I wonder if there are some risks with this approach? On one hand it would encourage innovation and would gain traction and interest amongst team members. However, I do wonder whether this method fully embeds innovation in the culture of the team. Could it perhaps facilitate egoistic environment and create some division and resentment?

I do like the concept that you took away from their work about writing down new ideas each day and following these up.

[Marie Sabatino]

Hi Lorna,

How wonderful to have an innovative leader in your professional circle to learn from. I would have liked to have heard more about what it was in particular about James Reed that resonated with you most in terms of his approach to innovation, including a specific trait that stood out, particularly since you worked with him directly. It's pretty darn impressive to be able to offer 1M pounds for "best idea" from an employee.... I wonder at a nonprofit how you might reward innovation among your team members?

Thanks,
Marie

[Lorna Beaton]

Hi Paul -
Thanks for the response. I totally agree prizes and especially financial gain as a reward can pose a risk in any business and even encourage the likes of fraud. I do think in the case innovation was very much embedded in the culture and started at recruitment stage. The prizes and celebrations around innovation assisted that innovation. I was never aware of divisions or resentment but I appreciate that could happen.

I think when people were rewarded it was something to look forward too or aspire too for everyone. Prizes ranged from personal cards of thanks from James Reed with say a bunch of flowers, invite to a fancy lunch with the Founder, group excursions, gala dinners and awards. The message was about treats for going the extra mile and people at all levels were rewarded and recognized very regularity.

[Lorna Beaton]

Hi Marie - I have not been entirely clear on the £1M, it was a £1M investment into new business so not a cash prize. I think the Reed family were and are adventurous and creative people and recognized that skill in others so the whole business embodied that innovative approach. A not for profit could still recognize people with recognition say personalized letters of thanks, small tokens such as lapel/profile badges given to those that have demonstrated innovation... they are just some quick thoughts.

[jennfriesen]

Hi, Lorna! You actually addressed some of my questions here with your responses to Marie and Paul as I, too, was curious about your thoughts on potential risks with implementing a reward approach. Our agency has had quite a few discussions around this in the past and if you look up some of the literature around Organizational Behavior Management, or OBM, there are some fascinating data around it. Thanks, Lorna, great job!

[Lorna Beaton]

Thanks Jenn.