Innovation is one of their top 3 priorities, 1,500 global innovation executives told Boston Consulting Group in 2014 (1). However, 70% of the execs rated their company’s innovation capabilities as only average. With such numbers, CIMS PhD candidate Tim Michaelis decided to find out what the biggest companies are doing to train their innovators. Here’s what he learned so far:
My initial findings—after interviewing 40 R&D directors and senior vice presidents of the largest companies in the world—is that innovation training does not happen in most companies. A lack of innovation training exists because employees simply do not have the time to innovate (they certainly have the ability). For example, one director told me “We just don’t have the time to do innovation the way it looks in the books.”
This got me thinking: so what is the problem? These 40 individuals are some of the smartest and most passionate people I have ever had the pleasure of speaking with. I could hear it in their voices; they all truly cared about developing better products and services for their end consumers. In an attempt to better understand the problem, I turned my sights towards an almost non-existent literature: innovation training.
What’s Innovation Training?
Innovation training is embedding innovation specific-knowledge, skills and abilities (KSAs) into employees. For my study, innovation was defined as “any novel product, service, or production process that departs significantly from prior product, service, or production process architectures” (2). I chose this definition because it best aligns with the strategic objectives of innovation-driven firms; e.g., innovation defined as “ novel processes or their outcomes (products or services), rather than administrative changes such as downsizing (3,4) or organizational restructuring” (5, 6, 7).
The Innovation Talent War
Large companies spend a lot of time and money searching for innovative talent in what is commonly referred to as the “talent war,” and rightfully so as the Baby Boomer generation is retiring at approximately 10,000 a day (8)! This phenomenon is already happening and will continue through 2030. While hiring new employees is one route to building an innovative workforce, hiring is not a cheap endeavor and does not account for the potential knowledge loss of the retiring Baby Boomer generation. So what else can companies do to build an innovative workforce?
In-house training would seem a no-brainer and, consequently, should have extensive research already completed on the topic. However, I found only a handful of academic articles and nearly zero practitioner articles about it.
This lack of information drove me to interview 40 R&D directors and senior vice presidents from the world’s largest companies, beginning in June 2015. In addition to learning what those companies were doing, I wanted to know: Does innovation training work? If so, what are companies doing to teach innovation skills? Are they doing anything at all?
More specifically, I wanted to know: 1) how the largest companies measure innovation performance; 2) what they view as their innovation success factors; and 3) how are they training employees in those innovation best practices taken from Robert Cooper’s work on R&D best practices in new product development (9,10).
10 Common Themes in Innovation Training
My initial findings showed that innovation training does not happen in most of the companies interviewed. Typical responses:
- “We don’t have standardized metrics to measure innovation… so how could we do portfolio management? It is impossible to compare any of our projects!”
- Without standardized innovation metrics, portfolio analysis cannot be done. Thus, companies without defined innovation metrics will remain stuck in ad-hoc Incrementalism.
- “We hire smart people and expect them to figure it out.”
- Companies need to focus on shifting knowledge from the retiring Baby Boomers to the next generation. One solution: have the experienced innovators teach internal innovation courses for newcomers.
- “We do on the job training and trial by fire.”
- This is not necessarily a bad thing, but embedding core KSAs early on will remove role ambiguity from newcomers to innovation. Innovation is inherently fuzzy. By providing clear instruction and training, newcomers to innovation will see reduced stress and higher commitment to the organization (11, 12).
- “We have a project charter, but we mostly write down objectives, not definitions.”
- Companies are not writing clear and early product/project definitions.
- “If we spend too much time training people they wouldn’t get any real work done.”
- Considering most companies do not do innovation training, this may not be a big issue for the majority of large companies.
- “We have too many innovation tools, we are tooled out.”
- Take the time to systematically review your company’s innovation toolbox. Managers need to reduce the reporting burden on their employees; i.e. get out of their way! Let them innovate!
- “We have so many processes and so many best practices; we just don’t have time to do innovation how it looks in the books…”
- Companies are confusing Stage Gate Process with an entire innovation management system.
- "Focusing too much on getting through gates keeps us from thinking.”
- “We have 157 gates before commercialization.”
- Companies are confusing Project Management with Innovation Management.
- We train in project management via PMI institute. Project management is a critical KSA, but not innovation management.
- Not understanding Voice of the Customer.
- Many assume this is a method for understanding articulated needs when it is for unarticulated needs.
What Findings Tell Us
These findings suggest that the R&D units of the biggest companies in the world are overwhelmed with innovation tools, lack the time to learn them, don’t have standard innovation metrics, and expect their employees to just “figure innovation out” in a trial-by-fire manner. Companies seem to be adopting portions of best practices on an ad-hoc basis to solve current problems in their innovation pipeline.
As a result, companies never build a systematic innovation process. These mingled-together NPD best practices are rarely discarded and linger in the training / HR system for years, creating more and more confusion. It’s a real Catch-22. Companies don’t have time to use NPD best practices and train employees because their current collection of business processes and best practices keeps them from doing so.
What One R&D Director Said
This executive told me that one should try to fix an innovation system when the company is going down; e.g., a whole business unit fails! To quote, “It takes seismic shifts for a company to change their innovation process.” For example, he explained, “It takes months to change our policy on trip reimbursements; how would we ever change our innovation process?”
Implications for Management
Why do 70% of executives feel average in their capability to innovate, but still view innovation as a priority? I would hate for this article to be the bearer of bad news, but innovation in large companies today is stuck in a purgatory of indecisiveness. In fact, as I was completing this article, I read of a study by CEB which has “collected a wealth of data that indicates a clear and troubling reality: Most business activity is slowing down, not accelerating.” CEB chairman and CEO Tom Monahan reported a “common” complaint from top managers at the world’s largest companies: “It’s just so hard to get stuff done” (13).
It is clear that innovation training does not occur in the companies I interviewed. However, the real problem seems to be that large company innovation processes have deviated or mutated from a once strategy-driven approach to an ad-hoc, Frankenstein-esque, hodgepodge of complexity. As companies grow, they seem to be good at adding new tools to their innovation process, but bad at deleting old ones.
My recommendation: Big companies should look to simplify their innovation process relative to their strategic goals; e.g., incremental innovations or disruptive innovations.
Without a strategy-driven innovation process, the question for future research becomes, how long can a company last with an overly complex and ad-hoc approach to innovation? If there is any parallel to Mary Shelly’s Frankenstein, it would suggest that the monster—ad-hoc, non-strategic, innovation process—will eventually kill its creator; namely, the company.
- McKinley, W., Latham, S. and Braun, M. “Organizational decline and innovation: Turnarounds and downward spirals”; Academy of Management Review 39(1), 2014, pp. 88-110.
- Freeman, S. J. and Cameron, K. S. “Organizational downsizing: A convergence and reorientation framework”; Organization Science, 4(1), 1993, pp. 10-29.
- McKinley, W., Zhao, J. and Rust, K. G. “A sociocognitive interpretation of organizational downsizing”; Academy of Management Review 25(1), 2000; pp. 227-243.
- Bethel, J. E. and Liebeskind, J. “The effects of ownership structure on corporate restructuring”; Strategic Management Journal 14(S1), 1993, pp. 15-31.
- McKinley, W. and Scherer, A. G. “Some unanticipated consequences of organizational restructuring”; Academy of Management Review 25(4), 2000, pp. 735-752.
- McKinley, W., Latham, S., & Braun, M. “Organizational decline and innovation: Turnarounds and downward spirals.” Academy of Management Review, 39(1), 2014, 88-110.
- Cohn, D’Vera and Taylor, Paul. “Baby Boomers Approach 65 –Glumly.” PEW Research Center Dec. 20, 2010. http://www.pewsocialtrends.org/2010/12/20/baby-boomers-approach-65-glumly/
- Cooper, R. G. “The invisible success factors in product innovation”; Journal of product innovation management, 16(2), 1999; pp. 115-133.
- Cooper, R. G. New products: What separates the winners from the losers and what drives success. The PDMA handbook of new product development 3-28, 2005.
- De Vos, Ans, and Charissa Freese. “Sensemaking during organizational entry: Changes in newcomer information seeking and the relationship with psychological contract fulfilment.” Journal of Occupational and Organizational Psychology 84, no. 2 (2011): 288-314.
- Rousseau, Denise M. “The individual–organization relationship: The psychological contract.” (2011).
- Monahan, Tom. “Revving Up Your Corporate RPMs”; Fortune Feb. 1, 2016, pp. 43-44.
Tim Michaelis; PhD Candidate and Research Associate, Center for Innovation Management Studies firstname.lastname@example.org
Excerpts of this article or the complete article have also been re-posted on the following:
- Innovation Speaker and Author, Robert Tucker's Blog
- The Official Blog of the Industrial Research Institute, Flashpoint