Talent & Innovation

business meeting to discuss talent and innovationNothing impacts the bottom line of any company more powerfully than innovation. But how does a firm build the power and agility to innovate? The answer is simple. Innovation capacity comes from a talent pool that develops as a result of a company’s commitment to building knowledge and competencies in individual employees and a culture that supports the efforts of those individuals.

Deciding to establish an innovative environment within your organization is easy. Deciding how to go about it is more difficult. Innovative companies are built on vision and supportive leadership and creative, critically-thinking employees. Both elements are vital to an organization’s success in innovation.

How We Help

StrategicVisions will target the following areas to ensure our client’s success:

  1. Select and recruit the right talent: We will objectively assess, measure and select employees who have the necessary critical and creative thinking, along with the background that aligns with the company’s core and its strategies.
  2. Build a culture of innovation: We will work with the company’s leadership to lead from the top, encourage trial and error, and foster an environment of friendly competition, learn from mistakes and foster an aura of excitement and dialogue about new ideas.
  3. Create a culture of total inclusion: We will begin the process of creating a culture responsive to innovation through encouraging open communications and working to separate organizational knowledge-power from position-power to the greatest extent, without affecting normal business operations.
  4. Build cross-functional teams: We will identify, select and empower leaders of change and equip them to manage horizontally, not hierarchically. We will build cross functional teams with blends of skills, behavioral attributes, and capabilities that are empowered to learn and think critically.
  5. Kill projects, not people: We help establish the efficacy of current projects and align them with company objectives. In many companies, people stop offering ideas and volunteering for projects for fear of failure and blame, with which comes punishment usually levied at higher levels than rewards for success.