Uploaded byKevin Carter
From Diversity to Innovation Workshop
This document discusses how diversity, inclusion, and intercultural competence can drive innovation in organizations. It argues that diversity of people can lead to diversity of ideas, and an inclusive culture that values diverse ideas promotes innovation. The key points are: 1) Diversity, inclusion, and intercultural competence combined ("the mix") can lead to "inclusion innovation" by engaging diverse employee networks and perspectives. 2) Technologies can help connect diverse networks and facilitate idea sharing, while intercultural skills ensure broad engagement and participation. 3) Analytics can illustrate the volume and velocity of ideas generated and which become real innovations. 4) The most valuable innovations should be selected and adopted to benefit the organization.
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From Diversity to Innovation Workshop
- 1. Director, Diversity & Inclusion From Diversity to Innovation
- 2. The Way WeWork "We will positively contribute to building and sustaining a safe, diverse, inclusive, engaged and socially responsible workplace focused on delivering business results with integrity." Diversity + Intercultural Competence + Inclusion = Inclusion Innovation
- 3. Video: Where GoodIdeas Come From
- 4. The Opportunity • Diversityin people can drive diversity of ideas • Inclusion of diverse ideas promotes innovation through • increased employee engagement and • insight into what the market really wants • Accelerate Innovation with an open mind and internal “idea networks” • These networks are already within your organization and can be linked to customers and consumers outside your organization to reap organizational benefits.
- 5. Diversity + InterculturalCompetence + Inclusion = Inclusion Innovation
- 6. Diversity • Diversity isthe similarities and differences that make us who we are and that fuel our perspectives, ideas and behaviors. "Beyond Individual Creativity : The Superadditive Benefits of Multicultural Experience for Collective Creativity in Culturally Diverse Teams," 2012, Journal of Cross- Cultural Psychology Copyright © Gardenswartz & Rowe
- 7. Inclusion • Inclusion is encouraging others to share, hearing them, and valuing the skills, experience and perspective they bring to a task "Diversity and organizational innovation:The role of employee involvement," 2010 Wharton School
- 8. Diversity + InterculturalCompetence + Inclusion = Inclusion Innovation
- 9.
- 10. Inclusion Innovation Copyright 2011 – 2012 © KevinACarter All Rights Reserved
- 11. Inclusion Innovation Process •Step 1: select, setup and customize technologies that identify connections, and facilitate the development of Networks. • Step 2: manage and foster ideas through and across those networks with the Intercultural Competence to ensure active and broad user engagement. • Step 3: establish analytics that illustrate a volume and velocity of ideas that become tangible product, practice and process innovations. • Step 4: select and adopt the most valuable and marketable innovations.
- 12. Inclusion Innovation • Step1: select, setup and customize technologies that identify connections, and facilitate the development of Networks. "The Bias Against Creativity: Why People Desire But Reject Creative Ideas," 2011 Cornell University
- 13. Technology Adoption Cycle •Generating Ideas • Investigating Options • Deciding on Direction What’s missing from the Technology Adoption Cycle? • Executing on Solutions
- 14. Technology Adoption Cycle •G enerating Ideas • U nderstanding & Experience • I nvestigating Options • D eciding on Direction • E xecuting on Solutions
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- 16. Inclusion: The MixWorking Together Symphony ADKAR TAO
- 17. Diversity + InterculturalCompetence + Inclusion = Inclusion Innovation
- 18. Inclusion Innovation • Step2: Manage and foster ideas through and across networks with the Knowledge Intercultural Competence to ensure active and broad user Intercultural engagement. Competence Attitude "The value of intercultural Skills competence for performance of Symphony ADKAR multicultural teams," TAO 2004 College of Staten Island Citation: Alexei V. Matveev, Richard G. Milter, (2004) "The value of intercultural competence for performance of multicultural teams", Team Performance Management, Vol. 10 Iss: 5/6, pp.104 - 111
- 19. Cultivating the GlobalMindset
- 20. I recognize the I acknowledge Intercultural Competence: Getting the Mix of having value to Work Together and respect I have gotten cultural difference; available more than beyond feeling I am aware of my one cultural that other cultures own culture, and I perspective. I can pose a threat to see that my own intentionally culture is just one change my Symphony my own; people I have a strong from other of many ways of culturally based ADKAR commitment are pretty experiencing the cultures to thinking and/or one much like me, cultural world TAO behavior mindset and some under the surface I am comfortable of, or distrust discomfort with, with the familiar and am notother cultural anxious tobehavior or ideas complicate life with “cultural difference” © Copyright 2003-2012. MDB Group. All Rights Reserved
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- 22. Inclusion Innovation: TheMix "Co-Creating" Intercultural Competence Crossing the Chasm
- 23. Inclusion Innovation • Step3: establish analytics that illustrate a volume and velocity of ideas that become tangible product, practice and process innovations.
- 24.
- 25. Inclusion Innovation • Step4: select and adopt the most valuable and marketable innovations.
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- 27. Social Media Technology Diversity+ Intercultural Competence + Inclusion = Inclusion Innovation
- 28. DII - StrategicLeadership Assessment tool Copyright 2011 – 2012 © KevinACarter All Rights Reserved
- 29. DII Business Planning •What are our team objectives? • What are our key enabling strategies? • How do our commonalities and differences impact our key enabling strategies and business goals? • How might I / we leverage diversity, Intercultural competence and social / collaborative technologies to co- create innovative solutions to team objectives?
- 30. Thank You Disruptive Inclusionis about proactive recognition, and embracing of both the similarities and differences in people, with a clear objective of improving organizational environments, individual motivation and ultimately business innovation. Copyright 2011 – 2012 © KevinACarter All Rights Reserved