According to Webster’s dictionary, Innovation is described as the introduction of something new; a new idea, method, or device. In other words, innovation is the mindset of possibility that allows the seeds of change to take root. While creativity is thinking up new things, innovation is doing new things.

Scott Noppe-Brandon from Lincoln Center Institute of Executive Directors positions innovation within the context of the ICI Continuum (Imagination, Creativity and Innovation). He says that the process starts with imagination, which is a safe space to explore possibilities. Imagination then sparks creativity, and creativity leads to innovation.

Innovation can also be expressed as an “if, then” proposition. For instance, “If” we can explore these new markets/customers, change to these new strategies, build these new products and /or services, improve on these processes by making them more efficient, and lead by example as leaders in our various positions within the organization “then” our efforts will result into measurable and meaningful gains for the organization. As Robert Iger rightly puts it, creativity and innovation is the heart and soul of the organisation.

Indeed, leaders in some companies have quickly recognized that their organization’s competitive position primarily depends on their capacity for constant transformation. According to Jim Hunt, a business innovation expert, a creative mindset is increasingly on high demand in organisations as creative thinking fuels innovation which leads to new goods and services, new strategies, job creation and also substantial economic gains. Therefore, innovation is the central issue in economic prosperity.

However, innovation cannot happen overnight. It needs constant efforts based on some major factors which can be termed as pillars of innovation. These include strategy, processes, structure, resources/people, leadership and workplace culture. These pillars provide immense support to the organization in building a culture that drives creativity and innovation (Maitreayee Bora, 2022).

Whereas the organizational strategy, processes, structure and resources are necessary factors for innovation, the overriding factors are two: workplace culture that emotionally connects people to the strategic direction of an organization and encourages a continuous flow of ideas that support innovation efforts. The second is leadership which clearly communicates the desire for innovation, embraces new ideas, set priorities and track progress.

According to Tony Bond, an innovation expert, organisations interested in positioning themselves for greater innovation can start by examining the following areas: How engaged are the leaders at various levels in seeking and responding to ideas? The degree to which teamwork and social collaboration are fostered in the organization, and whether there exists an appetite for risk. By focusing on these aspects of your culture, driving innovation can become one of your company’s competitive advantages.

Jesse Nieminen (2020) defines workplace culture as the sum of all the practices, processes, habits, values, structures, incentives, and naturally people that the organization has. It is the shared values, belief systems, attitudes, and the set of assumptions that people in a workplace share. Innovation culture therefore is an organizational culture that values and supports innovation so that people can actually make innovation happen around the organization.

Culture drives innovation in organizations where innovation is taken as a top priority and employees feel valued. According to a recent research, organizations that have a strong culture generally gel together in the face of adversity and actually perform better in a crisis than in normal times. In other words, there is a high degree to which teamwork and social collaboration are fostered.

This then begs the question: How do we create a culture of innovation in the workplace? According to Accept Mission, an online publication (2021), the following efforts can help to create an innovation workplace culture: Setting clear goals and values, making employees learn specific skills and techniques, assigning work to employees as per their interests, facilitating proper communication networks, building diverse and inclusive teams at the workplace, encouraging employees to think outside the box since ideas are the engines of progress, making timely constructive feedback, creating an interesting innovative space, building trust within the organization, and avoiding unnecessary bureaucracy, plus providing motivation to employees through awards and recognition.

Indeed, those who initiate change will have a better opportunity to manage the change which is inevitable. Without change there is no innovation, creativity, or incentives for improvement. Innovation is a vital factor for organizations that aim to achieve and sustain a competitive advantage (Baer, 2012) since the future growth of our businesses and the economy in general relies on competitiveness and innovation, skills and productivity. Therefore, creating and sustaining a workplace culture that fosters innovation is imperative to an organization’s success because a strong innovation culture is the engine that drives the organization performance.

By Patrick Ajuna,
Policy and Research Officer