Becoming an Innovative Leader
Using the Creatrix from the Richard Byrd Co in MN USA, we can identify the eight faces of innovation. All have there place and strength in today’s organisation, however the balance and focus will need to adapt for each need the organisation faces.
What type of innovative leaders are you? What ‘persona’ do you wear?
|Creatrix Leadership Orientation||As a leader….||What others think/see|
|Innovator||You have a new idea every minute and may drive people within the organization crazy trying to keep up with you. While you are trying to keep ahead of the curve, they’re trying to keep up with you, and you can wear them out.||You provide much value in keeping an organization cutting edge. However, your multitude of ideas without complete follow through may appear too chaotic for some.|
|Dreamer||You come up with lots of great ideas but often don’t share them or know how to drive them forward. People may look for direction from you as to how to “make it happen” but you may not be able to take it to that level.||People like your ideas, but you have difficulty implementing them. Your low propensity for risk taking inhibits your innovative capacity.|
|Sustainer||You like stability and prefer to maintain the status quo. You provide a lot of stability for an organization. However, when people come to you with new ideas, you appear resistant.||Your stability brings strength to an organization that wants to frequently change focus. However, you may appear resistant to any change and any new ideas.|
|Challenger||You have the attitude of let’s keep moving. You are ready to take action. You can drive ideas forward, but they usually are not your own ideas. However, because you don’t let much get by you, you may appear critical to others.||You’re always on the ball ready to respond. However, you may appear abrasive and insensitive. As a result, people may become resistant to sharing their creative ideas with you.|
|Planner||You operate with a need for order and plans. Creative ideas fit within the plan. You are going to need more information and data before taking a risk You may appear to others as too data driven—not using your “instincts” as a leader.||People will check with you for clarity. You also may be checking in too often to determine whether you’re in sync with the plan. Some of the most valuable contributions may occur outside the plan.|
|Modifier||You’re going to believe in incremental changes and tweaking existing ideas. You are not going to take risks unless you can see the real benefits.||If a new product/service without a lot of new fangled stuff is needed, you’ll be the first asked. However, you may appear to others as not seeing the bigger picture.|
|Practicalizer||You’re willing to try something as long as it is practical. You don’t want a lot of “hair brained” ideas coming at you all at once. You keep the targeted aim in front of you at all times.||Moving creative ideas through the organization will be seen as your specialty. However, you may be so focused on the practical application of an idea that you miss an important breakthrough opportunity.|
|Synthesizer||You see possibilities in everything and put unlikely combinations of things together to create something new. You are willing to take risks, but not at all costs. You are a cautious risk taker.||You will develop some of the most unique ideas and will amaze people with what you put together. However, people may have a hard time initially tracking with you; so you may lose them unless they can see how you moved from point A to B.|
To find out more about the Creatrix and how this innovative culture change tool can work with your people and organisation visit:
Management and Leadership development are important to you and of course to the team here at RapidBI. We hope you find this information valuable, if you do please tweet or Facebook like this page. ThanksCheck Out Mike Morrison's Book on Organizational Development - Theory and Practice, for tools and tips on developing organizations, managers and leaders on Amazon and KindleRead more management articles from the team
More content from RapidBI: Action Learning – Best Practice and Good Practice - Business Transformation – Business Values – Change Management – Corporate Social Responsibility CSR – Continuing Professional Development or CPD – Critical Success Factors – Employee Engagement & Satisfaction Models – Force Field Analysis – Force Field Analysis – Holistic Organizational Diagnostic Tools – Key Performance Indicators – Knowledge - Understanding - Action – Learning Logs & Learning Journals (CPD) – Learning Styles - Management Models & Leadership Models – Managing Change – Talent management Nine Box Grid – Organizational Diagnostics and development – Personal Development Plans – PRIMO-F – Business Growth Model – KPI examples – Organizational Development – scanning the Business Environment – Strategic analysis - SWOT analysis – The PESTLE Analysis – Write a Mission Statement – Write SMARTer objectives –