The innovation culture plays an essential role in the development of an innovation management process. If the innovation culture is already established, a company already has a high degree of innovation capability. Employees are committed so that the innovation process primarily serves to structure incoming ideas as well as transparent evaluation and implementation. The dynamic innovation culture is the engine of idea generation, the process ensures the greatest possible efficiency.
If your innovation culture is less well-developed, a campaign-based approach is recommended: Questions are regularly addressed to employees, problems and challenges are described and ideas are actively called for. These innovation challenges have a limited period of time, usually between four and six weeks, after which the best ideas are selected and implemented.
You may also have an innovation culture that focuses on problem analysis. Although employees are very good at identifying existing weaknesses, they lack sufficient solution ideas. In this case, it is advisable to precede the actual idea phase with a structured process of problem analysis and evaluation. The intensive examination of a particular problem and the discussions often lead to innovative solutions that arise from the discussion.
The innovation management process and the innovation culture are interrelated. A process that is too complex can be harmful for the commitment of employees and thus for the culture of innovation. On the other hand, a culture of innovation promotes the successful performance of a process. Both are mutually dependent.