Innovation/Renovation

• Does this person energize self and others around new ideas to create value?

 

Definition:  People with this behaviour challenge the status quo in a drive for improvement, and come up with new ideas to operate more efficiently.  At a highly developed level, they act as “change catalysts” for the whole organization. 

CONTEXT:

This behavior is encouraged in organizations which entertain a climate favorable to new ideas.  It is not usually developed in status oriented organizations

Level	Standard	Developed	Highly developed
Summary	Is open to new ideas	Challenges the status quo	Promotes change
Behavioral Indicators	Recognizes the importance of innovation to Nestlé’s future success Is willing to change ideas or perceptions based on new information Is open minded towards ways of doing things that differs from own perspective Optimistic, tries things out, accepts failure, analyzing and learning from it Chooses options that generate change Willingly aligns own actions to a change initiative Willing to be involved in broader innovation initiatives or generating new ideas	Creates time and space to search for better  ways of doing things Questions existing ways of working Challenges self to identify new ideas and expand the boundaries of current thinking Thinks laterally to identify new ideas or original solutions to problems Produces new ideas Challenges the “why” and chooses “why not” Transfers good ideas to new situations, spreading learning from one part of the business to another Entices others to come up with new ideas Converts ideas into practical, commercially beneficial proposals	Is a visible champion for the exploitation of new ideas Encourages others to align their actions with the change Openly communicates why innovation is a major source of business advantage, encouraging others to implement change Creates time and space for others to search for better ways of doing things, creating a climate where innovation thrives Depicts a general need for change in the organization Conveys passion and commitment to the importance of innovation, celebrating success and remaining objective through short term setbacks Recognize doubts towards new ideas in others and manages to take away these doubts Develops and uses an innovation network

Behaviors which are not representative include*

Being satisfied with the current situation Formally approving a change initiative but not acting on it Using a coercive management style Neglecting people’s resistance towards change