For companies to build innovation muscle, they need to make sure to include innovation in their competency models. A competency can be defined as a behavior that exists as a persistent pattern and is a result of a combination of knowledge, motivations, abilities, and skills. Formalizing this behavior and making it persistent is what an innovation competency model will help you achieve. What this model also does is, help prescribe ideal patterns that are required for generating exceptional performances. They help evaluate performances of employees after diagnosing thoroughly. Though a lot of work is involved in the process, it’s all worth it!
When a competency model is based on innovation, it helps everyone involved in an organization to understand how innovation evolves. This model is also extremely beneficial in providing valuable information on new methodologies so managers are able to adapt better in an environment where rapid acceleration takes place unabated. However, for such a model to be successful, there are many challenges managers need to consider and take them head-on. Some of these include:
- Using ideation for maximum benefits. More often than not companies use ideation for generating many ideas. The question is – how to use it strategically and selectively?
- How to go about improving innovation competency?
- How to ease the migration process from formal decision-processes to delegated decision making.
Innovation competency model help managers bring out their creativity
When creativity is brought into the picture, managers are able to take a different approach to problem-solving, and when this is taken in the context of business atmosphere, the result can be pleasantly surprising and highly rewarding. Creativity is really important for managers as it gives them an opportunity to set their business apart from others, thereby making customers have an interest in their services and products.
If you are a manager in a company, there are many ways to demonstrate creativity in your role. First, you need to remove all constraints that have prevented you from being creative. Also, there is no need for you to change the way you are or in doing things you are comfortable with. It’s just that you need to be creative when there is a need to be. Another way of demonstrating your creativity at the workplace is to immerse yourself in the problem. Remember, being creative and having unique ideas isn’t necessarily a speedboating process. Instead, you need to look into the things from different perspectives and deeply.
As a manager, you know creativity isn’t a thing for you when you’re too cautious, narrow, and conservative in your approach. You may also be one of those professionals that have limited background and have little or no idea about the workings of creativity. In contrary to this, there are behavioral indicators that, as a manager, you can use to improve your creativity. Typically, these indicators are included in an innovation competency model endorsed by companies. You can be assured of being a creative manager when you come up with unique and creative ideas on your own and are able to establish connections easily without any preconceived notions, etc.
Creating a culture of innovation and creativity starts by promoting these competencies at all levels of the organization. Making these an integral part of the competency framework ensures that the competencies are promoted at all levels of the organization.