Analysis of Leaders in Innovation

I have to admit that creativity and innovation isn’t my strong suite personally. I don’t have the strongest skills when it comes to creative thinking and implementing my own creative ideas. I don’t have a powerful imagination I feel that I need a little more confidence in myself and not let fear take over. I can improve on this by staying alert to opportunities that come my way and thinking outside the box. I’m not knowledgeable on wide range of information, but I’m a very resourceful person. I do have the ability to recognize great ideas and I will help assist to turn those ideas into reality. Therefore, I will have members on my team who are very creative and challenged intellectually. I will provide them with the tools and resources are needed to help them to stand out and excel in their career. Another weakness I have is jumping out there and taking risks. I have never been a risk taker and I avoid it as much as possible, I like to plan and think things through before jumping into something. This is something I need to work on during my career to help with enhancing innovation. I will have an open mind when it comes to encouragement and risk taking. I will also work on pursuing innovation for the growth of our

In her article titled “In God We Trust All Others Must Bring Data”, (taken from a quote associated with William Edward Deming), Priya Sawhney continues by describing a path to innovation, “competence and creative intelligence in employees combined with the courage and ability to try to create something new and positive are important enablers for innovation”

Being an innovator sometimes means that you have to stand on your own. While setting the tone for others who have become the master of their field, once can face great barriers. Content employees use language such as “this is the way we have always done things”. They are quick to shoot down the ideas of an innovator with terms such as “they are not going to listen to us”. However, it is Barry’s belief that a well thought out plan and presentation to save money and time thus being effective and efficient will open the ears to upper

Hill was named in the top ten thinkers, because she was not just smart, she knew her craft. She became obsessed with the question, “what do exceptional leaders of innovation do?” (Casciaro, 2015). She realized while doing her interviews and research that to be and to become a great manager, leaders needed to be behind the scenes. Leaders need to build trust; they need to build a team and build a strong network for future goals (Hill & Lineback, 2015).

The required reading to describe the DNA of an innovator were great reads. Nayar’s article describes the DNA of innovator leadership not a leader. The article indicated how the Nayar’s used his leadership skills engaged his teams creating an environment that encourages, as well as, teach skill sets to team. Nayars believed if HCL would be successful it would take a team effort. Hitt, Takacs-Haynes, and Serpa article describe the DNA of a innovator leader. The article covers the needed skill sets to an effective leaders who focus on the organization’s goals and strategies to be successful.

For this discussion post, I will be discussing why understanding and effectively managing change and innovation is an essential leadership competency. I will provide two examples in regards to rationale and how change has been successfully or unsuccessfully managed at my place of work. I will provide an example of what my place of employment could have done differently in managing the unsuccessful changes. Along with this, I will provide change theory elements used. Upon ending this discussion, I will end with a conclusion.

A leader’s ability in effectively communicating change represents the manner in which their followers will respond, and whether they will decide to accept the changes proceeding forward in his fulfillment of implementing the necessary changes. Furthermore, leadership observed as a significant factor in the innovation process of leading, and believed that innovation revolves around the ambidexterity theory of leadership defined as the approving variables relative to a leaders behavior and the manner in which they employ equal variables of appropriate leadership behavior involving both the beginning and ending of a leaders behavior deflecting the employing the analysis and wrongdoing in both the individuals and the teams which involve both the beginning and the end of the leaders behavior alternating between the leaders and their followers in handling the continual specifications involving the process of innovation.

For the past couple of weeks, I have been reading The Innovator’s DNA. I was a little hesitant at first because the title alone says that it will be talking about being innovative. I didn’t really think I had an innovative bone in my body. The introduction and chapter one of the book tells us though that innovation can be practiced. The one thing that caught my attention is that the authors have been experimenting for years about finding out about what makes people innovative. The book gives us five “discovery skills” that make people more innovative. The discovery skills in the book are association, questioning, observing, networking, and experimenting. This paper will be my personal action plan on how I am going to practice

Innovation is to create new ideas or add new information to original projects in order to improve the function and services of an institution. Innovation also refers to remodeling a product, simplifying processes and applying different strategies of management. Literally, innovation is the “change that leverages and functions better than before” (Tien, Chao 2012). Innovation types are product or services, production process, organizational, personnel, technical and management innovation. All type of innovations includes technical innovation and management innovation Tien, Chao 2012). In this case, organizational innovation from different leaderships’ style will be discussed.

The manner in which leaders supply or establish a direction for a business is a key driver of innovation (Clawson 2011). If the goal is to foster innovation and creativity the leaders of the organisation will both create awareness and set a challenge for the group (Hughes 2015). This

While innovation is more technically complex and costly nowadays, many breakthrough innovations do come from individual inventors and entrepreneur in which called Creative Individual. The Hyundai, S. Korea Company is implementing New Thinking, New Possibilities, in their trip to challenge

Innovators change things. They take ideas composed in their minds, or the mind of others, and promote those ideas until they become encompassed into our everyday lives. “Innovation requires self-confidence, a taste for taking risks, leadership ability and a vision of what the future should be” (“Henry Ford). Henry Ford had all of these qualities, but it took him many years to acquire them entirely.

ReferencesA Brief history of Microsoft. Retrieved on July 17, 2009 from:http://www.microsoft.com/misc/features/features_flshbk.htmAlexandra Starr, Never settle! Secrets of an Innovator. Retrieved on July 10, 2009 from:http://www.aarp.org/aarp/live_and_learn/Cover_Stories/articles/NeverSettleSecretsofanInnovator.htmlApple Computer inc. Retrieved July 17, 2009 from:http://www.answers.com/topic/apple-computer-incBetina Von Stamm (2003) Managing Innovation, Design and Creativity: What are Innovation

Nayar is the only name which comes to mind when talking about innovating leaders. When Nayar becomes in charge of HLC, He envisioned his company becoming one of the biggest successes IT companies in the world. By applying an employee first, consumer second approach and was all applying discovery skills in the form of networking, observing. Nayar transformed HLC. In this paper, I will analyze the trends and skills that Nayar used to influence and create corporate culture, sparking innovation while incorporating the global factors that could affect the organization.

Today, more than ever before, there does not seem to be enough hours in a day for managers to accomplish what is necessary to protect and insulate their companies from the undesirable consequences of the inability to respond quickly to the ever-changing, confusing environment. Organizations can no longer rely on a few dynamic individuals that have perfected the ability to lead and guide the company through difficult times to brighter horizons. Creativity can no longer be assigned to design, research, and marketing departments with a few talented individuals. If an organization is going to compete in a world of instant gratification, watching history unfold, innovation and creativity must become part of each department and recognized in each individual working within the confines of the establishment.