![]() ![]() Sir Ken Robinson asked the audience why, if organizational charts are about people and how they connect, does the standard corporate version still look like a technical drawing with boxes that reinforce locked-in mechanisms? Conventional ways have always been the preferred way in corporate organizations. ![]() Encourage every single employee to think outside the box So, if the key takeaway is that creativity should not be granted to only one group of people but in fact to everyone in the organization, how can HR build and foster a culture of innovation to help organizations succeed? 1. We set up creative departments, but this suggests that other people are not.” As he spoke those words, the members of the audience seemed to agree and nod in unison. Sir Ken Robinson says, “we have the resources to solve problems, but often we don’t know where they are in the organization. This is where HR’s mission begins it is often not recognized that creativity can lie anywhere within the organization. It’s easy to say, “Let’s innovate”, but getting people to start doing it, isn’t. Sadly, there is a bottleneck to innovation. The moral being, no matter how sensational something is, its mortal existence feeds on constant innovation. Historically celebrated as a sensation and known as a synonym for photography, Kodak continued to insist on photography being a chemical process despite the growing trend of digital photography. Sir Ken Robinson made the specific example with the rise and fall of Kodak. The pulse of innovation needs to beat within an organization – if it doesn’t, the organization will not succeed. ![]() A couple of days ago at HR Tech World London, Sir Ken Robinson held an inspirational opening keynote on the importance of innovation within organizations and how creativity is the driving force behind them all. ![]()
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