Innovation #3

1. Share your interpretation of barriers to innovation. Do they ring true for you? Why or why not?
I think some barriers stem from attitudes and perception from leadership or the organizational structure. Identifying and removing barriers is key to the organization. Resistance to new ideas happens and can be uncomfortable due to uncertainty. Old habits and assumptions can cloud openness to new ideas. Then the status quo remains in place and there is no change. This is where communication and clearing the noise comes into play. People tend to ridicule what they don’t understand, this causes employees to not want to share ideas. Employees should be encouraged to become involved and share. Policies and procedures, rigid structures, traditions can keep employees from participating in creative processes. This almost forces employees to accept the status quo. A lot of organizations do not want to devote the time, energy and effort to complete a project. We are defeated before we start. Go beyond the “suggestion box”. We should be using a variety of channels and technology to encourage m acknowledge and develop the next new innovation.

2. Share an example when you tried to innovate and did not succeed. Based on your understanding of the innovation constraints framework, what prevented you from succeeding? What would you do differently with your understanding of the barriers to innovation?
I started a new job as an assistant administrator and quickly realized that several administrative memos from OPWDD had not been implemented—some were over a year old. I made the mistake of assuming that part of my role was to ensure that implementation of directives was getting completed in a timely manner. I went ahead and began implementing a couple of the older directives. I created a spreadsheet, started setting up trainings, etc. After getting “chewed out” by the boss and questioned as to why I was doing that. I found out later that someone else was responsible for that particular task. Unfortunately that person was not on top of getting the directives implemented. I did attempt several times to at least work the person responsible as I had a good idea how to get caught up. That person wanted nothing to do with me because I got the job she wanted. The boss didn’t see any reason why getting this completed was such a big deal to me. I was up against a colleague who was in a bad place and did not want to work due to not getting the promotion. A boss who was more concerned about the staff member who had been there a long time and I stepped on her toes. Going forward, I made sure I checked on everything I attempted. Asked questions, but unfortunately had to deal with people who did not see urgency in getting things done timely or moving forward. The boss eventually was terminated.