Innovation Engineering CULTURE CHANGE SYSTEM
The Reliable Way to Grow an Innovation Success Culture
The Innovation Engineering Culture Change System creates a sustainable culture of never-ending innovation within large companies, colleges or government agencies. Culture Change starts with the active commitment, support and personal engagement of the leader of the company or division. It is activated by a small multi-departmental team of volunteer innovation pioneers who are your first wave of Innovation Engineering Black Belts®. They experience, adapt, and customize the Innovation Engineering system to meet the unique needs of your organization or division (if done on division level). As your organizational confidence builds, the innovation mindset migrates to the total culture through aligning projects, departments, employees, vendors and customers.*
Step 1: EDUCATION of Innovation Engineering Black Belts builds capability
The process starts with training of a team of two to six managers in the new innovation mindset. The training is graduate school level content and pace. It’s the full body of knowledge taught as part of the university undergraduate minor and graduate school certificate programs. The training starts with the candidates attending the intensive five-day Innovation College. The certification program continues with the Black Belt candidates helping with an Innovation Engineering Accelerator project on a very important problem or opportunity (VIP/VIO) the company faces.
Step 2: ACCELERATOR Project Sparks Success Stories to Grow Momentum for Change
An ACCELERATOR project is used to jolt innovation momentum. For this project, real and significant innovation projects are accelerated that address one or more very important problems or opportunities for the company or division.
To guarantee system success, an Innovation Engineering Black Belt® provides weekly coaching support for all projects plus monthly leadership of team and management learning summits. They use the learning to customize the Innovation Engineering system for the needs of the organization. Quarterly learning summits with senior management ensure total alignment with the Innovation Culture Change movement. The projects also provide feedback on how to adapt and adjust the Innovation Engineering system for your unique division or company culture. Lastly, these projects provide opportunities for the pioneers to complete the I.E. Black Belt certification requirements to lead a project and coach a project.
Step 3: CUSTOMIZATION of InnovationEngineeringLabs.com makes culture change systemic
The transformation is supported by the full customization of a private Enterprise version of the InnovationEngineeringLabs.com (IELabs.com) web portal. The portal accelerates the “fuzzy front end” of the innovation pipeline. Research finds this results in a 250% improvement in development success.
It seamlessly adapts and integrates with your existing development system. It also accelerates connections to the wealth of wisdom across internal and external employees, departments, divisions, offices, companies and countries. Customization of the portal is lead by a forensic analysis of success and failure of your previous innovation efforts. A metrics dashboard on your culture guides never ending process improvement.
Step 4: Migrate To All Projects, Departments, Employees, Vendors and Customers
As organizational confidence is built, the new innovation mindset is rolled out to the culture starting with key projects, then key departments followed by all employees, vendors and customers.
Transformation is initially lead by your Eureka! Ranch Black Belt. However, our goal is to get your internal Black Belts ready, willing, and able to lead the migration themselves as soon as possible.
*NOTE: It will take AT LEAST 3 YEARS to make a tangible, lasting and sustainable change in your culture. At the start, the external Innovation Engineering Black Belt leads the change. In time, they focus their energy on coaching and supporting your Internal Innovation Engineering Black Belts as they lead the Cultural Change process.
The Eureka! experience is the freshest breath of air I've had in a very long time. The fact that something so much fun could both be productive and add value gives me hope for the broader corporate environment in the future.
Your passion for instilling confidence in people's creative skills had a profound impact on the group. More importantly, each individual is more confident in their own creative abilities and those of their colleagues. I am confident the tools we learned will be applied continuously throughout Fidelity and help us to transform what we do and how we do it.
We immediately put our Eureka! training to work. Using the techniques we learned, we were able to develop 10 clearly defined ideas. Then we tested them against the laws...this process not only helped us get buy-in, it also helped us weed out some losers certain people had a strong attachment to.
This opened up new market opportunities for us which could grow our company by 400%. You'd be a fool not to do it.