Innovation – A psychological barrier

This is the concluding part of the 3 part series on ‘How to stimulate innovation’.

When you talk to any of the engineers who don’t innovate and ask them for reasons, as per my experience, the only two responses that I could anticipate are ‘What is in it for me’ and ‘Innovation is not my cup of tea’. Regarding the former ‘What is in it for me’, I have already spoken about it in the 1st part of 3 part series (How to stimulate innovation). Regarding the latter ‘Innovation is not my cup of tea’, the response stems from the self limiting ability of the engineer(s) because most of them opine that Innovation is synonymous to being only complex and big. The self limiting tendency is what I call Psychological barrier to innovation. The thought that innovation is complex is the primary cause for self limiting tendency but the Innovation(s) can be as simple as listed in the blog post ‘Innovations – Keep it simple’ . The efficacy of the innovation is not measured by its complexity and scale but by the impact that it could create.

Self limiting ability prevents us from exploiting our full potential by drawing rigid boundaries around our comfort zone and providing an impression that our true capabilities are limited by those boundaries. But hardly do we realize that each of us have potential to innovate (at least incremental innovations, if not disruptive innovation). Just like hidden treasures in the world, there are definitely hidden talents within us (irrespective of the age). Few of us are fortunate enough to realize those talents by pushing our limits and expanding our comfort zone.

Though the DNA to innovate should have been inflicted in the minds of every individual in the college, nevertheless it is not too late for organization to do the job. Organization can pull engineers to take certain smaller steps that can eventually help them to expand their comfort zone. As a first step, Organizations should strive to break the myth that innovation is not always complex and big. To do so, organizations have to nominate existing Innovators as Influencer (remember Influencer in Tipping Point) to spread the message that Innovation is everyone’s capability and to provide motivational push to innovate.

Next in the sequence is to inculcate the ‘Solution Thinking’ among engineers as outlined in previous blog. Final step is to pull engineer to record their ideas through novel ways such as IDEA DAY or IDEA CONTEST where you coax a group of individual to share their ideas. Initially the focus should be on quantity of ideas and not on quality, later we can identify the patterns of those ideas to figure out what triggers each idea. Also institute mentors to help idea generators shape their idea. In this stage, the focus should be only on accumulating as many ideas as possible into the repository, never burden engineers to provide details such as the approximate $ value, target market etc. Those details should be provided jointly by Sales, Account team, PM after evaluating the applicability of idea to existing or new products.

Starting with above mentioned small little steps would instill stronger innovation culture into the Organization and one day lead the Organization to the cusp of major innovation.


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