We’ve been told by the Turnbull Government we need to focus on Innovation in 2016. Have you thought about how you’re going to do that in your organisation?
We examined how you can do this from both ‘inside’ your business through fostering a culture of innovation and ‘outside’ of your business – as research points to the idea that real innovation arises from encounters with partnership between groups with different capabilities.
• Building a high performance work culture
• Frills and thrills – how to attract and retain talent
• How to benefit from new technology-enabled markets for labour and skills
Geraldine Nankervis – The Camden Collective
Janet Sernack - ImagineNation
Moderated by Bec Kempster - Chair of the Churchill Club
- Recruitment is the most important step in the HR process. If you haven’t got the right people in the business, then you don’t have a business.
- Embrace diversity
- If you find a gem of talent but don’t have a role, find a way to bring them onboard
- People want to contribute. You need a compelling story that they can buy into and participate in
- Look for a willingness to collaborate – the outward mindset
- Young talent want to know what they’re going to learn, what they can contribute and what exposure they will get to the people they value. You need to be in a position to provide this to tap into this talent pool.
- Understand each party’s definition of success. If the candidate has very different success drivers to the vision of the organisation then they’re not likely to gel.
- The CEO creates the culture whether they mean to or not. It’s important to be intentional about your culture.
- Management are cultural role models for the team. They need to drive the process and build a sense of passionate purpose.
- Perfectionist cultures are what inhibit innovation. We need to give permission to experiment, improvise and importantly to fail.