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Innovating Innovation

With the Innovating Innovation challenge we’re looking for your stories and hacks on how to make innovation a real capability in organizations.  With the Quick MIX, we gave you an easy way to engage and inspire others on a related question: what is the one thing you’d change to make organizations more innovation-friendly?

Like the M-Prize, this process was open to everyone.  The best contributions are being recognized on our blog, on HBR.org, and in the social media channels of the MIX, Harvard Business Review and McKinsey & Company.

What is the one thing you'd change to make organizations more innovation-friendly?

Submitted Ideas

Get things (incl. innovations) done collaboratively, with a “checks and balanced", three branch organization structure!

Idea by Charles Prabakar on December 6, 2012
Among all Gov models, the “checks & balanced”, 3 branch model, seems, one of the best- as it, inherently motivates all branches to collaborate & GETS THINGS DONE, without anyone, becoming too powerful. Hence, I suggest a 3 branch org structure for corporations as well, with the CEO as the President, the BU heads as senate, the enabling function heads (HR, Strat, Fin, Proc, IT etc.) as congress, the board as judiciary, & the shareholders as citizens-all collaborating together, to get things done!

Its not the WHAT its the HOW

Idea by Jose Tagle on December 6, 2012
Incentive systems can help employees take a first plunge into an innovation culture but for this to work managers must understand that what matters in not WHAT is given but HOW it is given. I have seen Banks give BMW´s and the winners complaining on the color. There is nothing like an emotional connection with the employee that innovates, with the employee that takes ownership on his job. Lets connect in order to make innovation friendly.

Protect innovation(r) s from their premature departure, with a “nothing is non discussable” type, face saving platform!

Idea by Charles Prabakar on December 5, 2012
Most innovation(r)s get canned prematurely, by sugar coated euphemistic arguments (no ROIC/g, not our way, been there done it, doesn’t work, light yrs ahead etc), but, when we peel its surface, it all comes down to 3 causal groups: cannibalistic fear, protect turf, job security.So,we suggest a “nothing is non discussable” type platform, where, anyone can voice true root causes proactively (& confidentially), with a face saving assurance that it’ll be dealt by leadership, with a win:win mindset!

Create an environment that favor both extroverts and introverts

Idea by Tracy Huang on December 5, 2012
A lot of times we hear "to be successful you need to be assertive and outgoing". But people are born with a certain type of personality & they may not want to change that. Introverts may not be as eloquent as the extroverts; yet that doesn't mean their opinions are not important. They just need an envionment, or a new kind of management style, they feel most comfortable with to express themselves. See how Susan Cain describes the power of introverts at TED http://bit.ly/R8wuaa

Put the experiments and trials score-board out of the game until the game really start.

Idea by MAX (Mitesh) Patel on December 1, 2012
Many times our organizational processes don't give us enough chances to fail and improve because they bring the score-board in the game even in the practice session. Everything we do is considered and measured into total efficiency matrix. All our trials and given time are considered as the chances given to us to prove our self. As the trials are meant to be failed on large basis they hand-cuff, discard the creative people with red and yellow card that you haven't shown the tangible results.

Re-shore manufacturing with our advanced VizPlanet/VizPlant platform, with a “global reach & yet with a local presence”!

Idea by Charles Prabakar on December 1, 2012
With so much rhetoric being thrown these days, to onshore manufacturing, we suggest an advanced, win: win value proposition, to re-shore it, with a “global reach & yet with a local presence”, using our VizPlanet/VizPlant platform, that is designed, by combining physical devices with digital telemetry, to enable certain repetitive functions, to be remotely operated by global resources (without off-shoring the full plant), saving substantial non strategic cost. Plz read my VizPlanet hack for more.

Redefine Innovation: Make innovation easy, simple, interesting and fun activity for everybody.

Idea by MAX (Mitesh) Patel on December 1, 2012
If you ask experts, thinkers, gurus and real innovators what is innovation, you will get the answers that reflect Doing and Thinking different,Think Outside the Box,Cultivating new skills,Detail focus to customers etc.The definition of innovation build perception in people as you have to be God Gifted,Genius,Constantly learning,Practicing hard. These things demotivate many people to believe that are not much innovative or this is not my cup of tea and lost their creative confidence.

Jack and the Innovation Beanstalk

Idea by Alan Gard on November 30, 2012
It's a familiar story: Jack has some lowly regarded beans. After they get thrown to the soil they are revealed as magic beans. To drive innovation, get the organization believing they EACH are Jack with magic beans. This requires leadership's repetitive messaging. Then create an innovation farm, the place where everyone knows they can plant their magic beans, removing the barrier of "I don't know where to go with this idea." Nurtured well these seeds will produce an innovation harvest.

Provide a Natural Edge Refuge as Place for Creative Innovation

Idea by John Roth on November 29, 2012
Here are three incidences of a dedicated sanctuary, meant to facilitate individual creative exploration. The Jonas Salk Research Institute in La Jolla still conveys a defiance of time or style. The past-century poet, Robinson Jeffers, built the rough stone tower standing on a cliff overlooking the Pacific Ocean at Carmel, California. The "Shining Night" composer, Morten Lauridsen, returns each year to Waldron Island, northwest of Seattle. No electricity or phones or running water.

Induce disruption

Idea by Randym Jones on November 28, 2012
Deliberately inducing disruption -- to roles, business models, "common sense" -- is the best way to make your organization more innovation-friendly. By doing so, you jolt your business culture out of the local minimums it tends to fall into. The downside is that doing so creates an unrecoverable cost to the smooth flow of the enterprise: thus it's risk vs. reward. Disruption is scaleless, so it works at all levels. This idea actually underlies many of the other suggestions on this list. Do it!

Cultural Transformation

Idea by Francis Jeyaraj on November 28, 2012
Structural considerations also affect the way in which Performance Management (PM) is been implemented. This is why there is no single way to develop and introduce Performance Management. Structure – the degree of centralization and the extent to which the Bank is hierarchical based. We need to infer the drivers for Performance Management. The procedural and design points can then be dealt with. The final arrangements for pilot schemes (2 Pilots) and implementation have to be made.

Make Collaboration, the cornerstone of Competitive Advantage Culture!

Idea by Charles Prabakar on November 27, 2012
While Strategy is all about creating value, most companies end up competing for the same set of value slices, as opposed to, increasing the size of the value pie. Simply put, when the size of the value pie is enlarged, it is no longer a zero sum game, and so, companies are still motivated to play together, in a collaborative fashion. How? Make collaboration, the cornerstone of company's culture, by combining virtual & physical resources, as outlined in my “Innovating Innovation hack”.

Won't Get Fooled Again

Idea by Moises Norena on November 27, 2012
Organization get fooled when information is protected, unavailable, not democratized, re-loops are necessary and people can easily be miss guided. The value creation in innovation happens when information is converted into insights, making information (consumer, market, competitive, financial) available to everyone within the walls of an organization removes useless power struggles and drives attention to value-added activities.

Lead from the Top

Idea by Angela Woodin on November 26, 2012
The priority of innovation should be clearly communicated to all employees - innovation to be clearly articulated in the business Strategy, Leader Behaviours, and required in every person's goals. Innovation needs to be on the agenda of meetings, and achievements encouraged, recognised and rewarded by the leaders. Leaders to walk the talk. Without this leadership, everything else (tools, culture, process, etc) fails - people must be empowered & encouraged by consistent messaging from the top.

Show Don't Tell

Idea by Moises Norena on November 26, 2012
We can spend all kinds of time in meetings showing power points to explain how great our innovation process is and convincing our leaders of the need to drive more of it. Finding opportunities to showcase the insights, the prototypes, the way things manifest in real life, with the passionate innovators presenting them goes a long way when it comes to driving inspiration and behavior. Innovators must find and produce these opportunities to create internal "demand" for innovation.

Adapting offices to think and work differently ( we behave

Idea by Jean-Pierre RENIER on November 26, 2012
Offices are quite often standard in terms of furniture, wall, table, chair..... An easy way to create different work environments is to use the space by changing the traditional codes: create an innovation room without table but with some unusual appliance, set-up white walls to be used by people for drawing their ideas anywhere in the office, display the employee' picture at the age of 4/5 years old including in what kind of job they project themselves.....

Add More Military Leaders to Executive Ranks

Idea by Nan Mehta on November 26, 2012
Former military leaders develop some of the best innovation-friendly cultures. They have the intuition, humility, fierce fairness and resolve for coaxing employees towards being creative and reaching their full potential. They use a blend of inspiration, support and opportunity-alignment in a way that ensures success.They are the truly fearless leaders, awesome advocates and great mentors required by employees today to achieve the massive change initiatives organizations are undertaking.

Scrap "performance" incentives.

Idea by Mike Anderson on November 26, 2012
If you create incentives built around artificial "performance" targets, then you will focus behaviour on those targets. In some cases this is what you want (shovelling coal? selling cupcakes?). But it will destroy innovation - all you will get is narrow target chasing behaviour while the true innovators go unrecognised. Incentives in innovative organisations should be shared and non-financial (peer recognition, learning opportunities, working culture etc.)

Target 50% failure for internal projects

Idea by Mike Anderson on November 26, 2012
If you hit targets 100% of the time (budget, delivery, timescale, KPIs etc.) then you aren't taking enough risk. Leadership should regard 100% as a failure of innovation and ambition. The ideal employee should get it right 50% of the time. To get this dynamic working in the organisation, individuals should stand up in weekly meetings, say what they have done, whether it was a success/failure, and what they learned.

Make trust real at all levels

Idea by Deborah Mills-Scofield on November 26, 2012
If people really feel trusted - which implies (to me) respect, autonomy, accountability, freedom to try, freedom to fail & learn - innovation would become safer. I think trust is fundamental.

In B2B sales impromptu brainstorms create the right innovations

Idea by Felix Gruijters on November 25, 2012
Too many innovations are created behind desks by people who think they know what the client wants. In B2B the salespersons can offer a clear insight into the client's requirements. At Nuon (a Dutch energy company) the sales person takes the initiative to set up an impromptu brainstorm. Typically he will invite colleagues from all parts of the company. Together they will generate a solution to the client's question. This shared approach creates a stimulus and a shared platform for innovation.

Move from Command&Control to Connect&Create

Idea by Dany DeGrave on November 24, 2012
First create an environment of trust and inclusion of a diversity of thoughts (and people).

Encourage Exoerimentation and Risk Taking

Idea by Edna Pasher on November 23, 2012
I have learnt that lack of courage is the leading barrier to innovation. People are afraid to experiment, since they are afraid to fail. People within organizations look for security - or they would create their own organizations... So the challenge is to encourage employees who hate risk to innovate with a safety net - within the organization !!! This is an innovation-friendly organization - it breeds a culture of entrepreneurship for non-entrepreneurs :)

Zero Day Prototyping™

Idea by Andrew Chapman on November 23, 2012
Whatever the idea, prototype it. From a walkthrough of a new business process, to a new structure trial period, or a wireframed app – across any business function – prototype, test, fail, improve. Forget one-pagers, forget idea descriptions, exchange “so what?” with “here’s how”. Innovation leaders know the right processes, reskilling them to become prototyping practitioners enabling Zero Day Prototyping™ will allow the businesses of tomorrow to exploit valuable opportunities faster than ever.

Make Failing OK

Idea by Viv McAlister on November 23, 2012
To encourage innovation you have to make failing Ok. Too many people are afraid to try something new/different because they are afraid it won`t work out and often this has an impact on performance rating and potentially earnings. Trying something new and failing should be seen as an opportunity to learn - encourage people to think about what they learned and what they would do differently next time and recognise them for trying something new

Ask people to give ideas and one of them to get 10% time one week

Idea by Marcos Carmona on November 23, 2012
Ask employees to give ideas about new things or diferent way doind things, and give one of that ideas per week the posibility of having the 10% time of the full team... you'll probably see some of them surprise all :)

Moving the needle in the less sexy workplace

Idea by P T Navendra on November 22, 2012
It's easy for a group of innovators to discuss innovation. Lets look at the "average" organization. Yes, the ones falling in the lower tiers of the sexiest place to work list, the ones that don't get to employ the cream of the resource pool, the green fields of innovation opportunity, if you will. We should be able to interconnect our champions here with innovation drivers like the MIX to help set up internal innovation programs. We need to create an awareness for the want of this social help.

Stick Up

Idea by Ian Sherman on November 22, 2012
Start a white board in a common area that is accessible to everyone. Give everyone a stack of funky coloured sticky notes (from the junior associate to the CEO). Anonymous or not, allow everyone to; 'stick-up' an original idea (topical like customer service, or not), or stick-up a connecting or improving caveat to another posted idea. Provide white board markers to promote drawing connections between them at any time. Discuss the ideas that stand out at your next formal brainstorm.

Culture for Innovation

Idea by Myfanwy Marshall on November 22, 2012
Develop a reward system for those who develop a business case for an innovative idea (whether successful or not) and a demerit system for those who are a barrier or a nay sayer. Prompt first small ideas and have a platform for show and tell. Tie it into an objective or development element of performance evaluations.

Marketing for Everyone!

Idea by Julio Sanchez on November 22, 2012
Corporations want innovations that they actually care about, so why not having a free and visible source of marketing insights for everyone to see things such as new trends of consumption? While having the right policies and processes for innovation, making marketing available for every employee can foster innovation ideas in the way that companies need.

Swap effort for talent (or Let's praise people for effort instead for talent)

Idea by Alberto Blanco on November 22, 2012
When someone is praised as “talented”, it automatically creates a subtle but driving pressure to protect his intelligence and reputation. That’s why “talented” people are so risk averse (e.g. tend to aim too low, or in some cases, to cheat the game). As a clear contrast, when someone is praised for effort, his cleverness is not at stake. Hence, he is free to stretch himself, try harder, aim high, and purposely fail (e.g. iterate) just as elite athletes, entrepreneurs, and inventors do.

Teaching to fail through new role models

Idea by Ismael Pulido de la Calle on November 22, 2012
In most organizations the most valuated leaders proudly display their infallibility through an impeccable resume full of success only. Also in business schools teach us the keys of management only through success stories, or sometimes through cases of failures adequately sweetened and always with a happy ending. I think there's a lack of adequate models of failure, to enhance the resilience of organizations creating mechanisms to reward the "good failure" out of the short term view paradigm.

Time and time again

Idea by Dina Grasko on November 22, 2012
Having time to "waste" - to learn to think again, and not just produce, to play with ideas and let them form. To talk with colleagues and build energy. It is an investment because initially there might not be any tangible output, but the skills learned will come out in daily work. Thinking well should not be separate to everyday work, it should be part of it.

Don´t think outside the box, better yet think outside your companies boundaries

Idea by Andres Arcadio Rodriguez on November 21, 2012
I´m the country manager in Latinamerica for an Online Payment Slovakian company, and we had to create a presence in the region, instead of offering usual services, we decided to review the local legislations, and we found, surprisingsly, that some services usually provided by banks, could be provided without a full banking license, so we created new and very innovative local services that now are being offered in 12 european countries, mainly because we look outside our boundaries.

Time to Talk

Idea by Donald STAVERT on November 21, 2012
Easiest way to get more innovation in organisations is to give the people who work in the organisation time to discuss ideas that would benefit the organisation . Put a bunch of workers in a room with a blank sheet of paper and ask for ideas and you will get dozens. The biggest challenge for the organisation will be responding properly to the suggestions

Draft a social contract for innovation with your team

Idea by Ivan Gonzalez on November 21, 2012
Recently, we drafted one not only for innovation but for all of our decision-making processes. A social contract is basically an agreement among ourselves which tells us what principals will govern our interaction with each other. We landed on these: Be fully present. Speak your truth as you know it now. Experience discomfort. Expect and accept non-closure. Confidentiality. Gentle reminders. Watch your airtime- 2x B4 me. "Ouch!". A 24-hour rule. It has helped us innovate very fast!

Replace all mission and vision statements with: "We are here to improve life!"

Idea by Marcelo Michelsohn on November 21, 2012
Most people want to get home after a hard days work and tell their family they did something important. Proud people engage their minds, hearts and hands into creating something bigger than them. Organizations were created to make life better. Let's reinstate that purpose, including all the planet and not only human beings. CEOs should say "We're not here to make cars, refrigerators, shampoo. We're here to improve life. Let's use our knowledge, machinery and network. Dream and prototype!"

Employee ownership

Idea by Adnan Siddiqui on November 21, 2012
Let the employees take full credit of their ideas. Make sure that they get the limelight as well as returns from there idea and its implementation. Don't be greedy as an organization and in time you will have a culture of innovation and enough working ideas for a life time.

Make Every Voice Count.

Idea by C Basilovecchio a/k/a justaluckyfool on November 21, 2012
Read and listen to every, yes every new idea. Challenge, improve, or agree. “Believe nothing merely because you have been told it…But whatsoever, after due examination and analysis,you find to be kind, conducive to the good, the benefit,the welfare of all beings – that doctrine believe and cling to,and take it as your guide.”- Buddha[Gautama Siddharta] (563 – 483 BC), Hindu Prince, founder of Buddhism

Sheep Dipping

Idea by john macdonald on November 21, 2012
Ask the customer's customers to describe the best possible day they could have in terms of being successful and achieving their goals. Obtain a summary statement that holistically captures this. Then in 30 mins segments get them to describe how the day unfolds. Then share this with a team consisting of all parties in the value stream that exists to create this "perfect day". The trick is to let them think what it is like for the customer's customer.

Shut The Email Server Off For 24 Hours

Idea by Aaron Anderson on November 21, 2012
I heard this from one of my guest speakers I had visit my course this semester. What if we turned off the work related email servers for just one day (as long as it wasn't dangerously life threatening). The distraction of people running their to-do list off their email inbox could be averted. Even better, if it coincided with a one day invention centric day at work - where everyone was require to invent a solution to a long standing problem.

Deploy Social Media Tools To Flatten Your Organization & Put Everyone's Opinion on Par w/ the CEO

Idea by Aaron Anderson on November 21, 2012
These days, there are a number of great social media tools that can boost communication and collaborative spaces in both real time & asynchronously. We have been using the Chatter function in our Salesforce CRM application for a while, but have migrated to Yammer as it is unhooked from the database as a more pure communication tool. Getting everyone in the org on board and using it puts every comment & post at par with even the highest member of the operation.

MC Hammer's innovation leadership principle: "U Can't touch This"

Idea by Moises Norena on November 21, 2012
Innovation projects and initiatives require a serious protection mechanism. It can manifest in different forms within the organization. It goes both ways, the protection mechanism should be effective in keeping it from being eliminated or take funding away in turbulent times but the project leaders have to find ways to effectively communicate the advancements. Prototyping is helpful to reduce uncertainty and make protectors feel good about their protege.

Ask for ideas, from everyone

Idea by Lisa McTigue Pierce on November 21, 2012
When you've identified a problem that needs solving, ask people around you what they would do. You might be surprised at some of the innovative solutions they come up with. Sometimes that's how a germ of an idea grows.

several things

Idea by sherry on November 21, 2012
more info sharing on latest-n-greatest, less channels to pass thru for approval, reward staff for innovative ideas, practice what we preach at all levels, bust a move! strategic innovative gatherings a couple times per year

Thought Collaboration Across All Teams In Organisation

Idea by Nilesh Puntambekar on November 21, 2012
Thought collaboration among memebrs of a team can be much maginified by thought collaboration within different teams. Most of times one team doesnot know what help can be obtained from other team or even doesnot believe that other team can help them. Intentional creation of cross-team collaboration opportunities help to create culture to ask for help outside team's perifery. Breaking invisible barriers among teams in same organisation helps to create innovations in unexpected areas or ways.

don't wait for conditions - take action

Idea by Alan Arnett on November 21, 2012
The biggest barrier to innovation is that we wait. Leaders wait for staff to innovate - staff wait for permission/space/toys. The issue is not other people - we are the organization. Its not more ideas we need - its acting on the ideas we have with the resources at hand. Even if your idea is big, start small with what people can handle today - value progress over agreement, experiment over planning, and connection over winning. Get going, and bring people with you.

Disciplined Dreaming

Idea by Darwin on November 21, 2012
Create a platform where employees can tell their stories, passions, interests, etc. A social hub to cater the thoughts, the aspirations, and the ideas. From there, we can connect the dots by doing a holistic brainstorming approach, i.e., do what matters most in people, organizations and communities.

Give Everyone a Voice

Idea by Dan Bean on November 21, 2012
Organizations create innovation walls. If you’re in an organization, you’re in the club and you have a voice into what it creates. However, if you’re outside the org, you are often separated by the wall of “not created here”. You can shout your voice from afar and sometimes you’re heard. You can ask club members to carry your voice through the wall and sometimes they do. Often there is silence in return. And innovation goes wanting. Give everyone a voice: lower the wall and then really listen…

Make time to make mistakes

Idea by Johan Prinsloo on November 21, 2012
Allow time-out from project/production pressures to try new things. Display a huge heart and tolerance for failures.

The Chapel of Invention and Creativity

Idea by Jonathan F Vernon on November 21, 2012
Hospitals have a Chapel of Rest - distinct in every way from the hospital environment. It gives you time and space to reflect, mourn and if it's your thing - to pray. A Chapel of Innovation and Creativity is also a space set aside that is in every way the opposite to everything else in the organisation. This kind of switching mode can help in both standing back from a problem or getting your head in another place - a guess the Holo Deck does this in Star Trek.

World-class Questioning: Challenge Assumptions

Idea by Claudia Lindby on November 20, 2012
Innovation must be a mental habit, everyday thinking for every employee. Build a challenger culture. The entry point is to ask questions that challenge all those (old) assumptions underlying our strategies, our operational plans, our decision-making... Train your ability to ask world-class questions. Train - and/or, allow - your people to spot underlying assumptions and to ask those challenging questions. And listen with an open mind. Welcome the new thinking.

Create Smartstorming Sessions

Idea by chris wilson, function point on November 20, 2012
We are driving to build a culture with trust, respect and getting into what I call a smartstorming session. It's simple...committed time every week to smart storm or brainstorm and work on the job rather than in it. Put the bosses stopwatch away. Brainstorm and then set up a take away each week and create, create, create!!

Open Thinking- Focus and Flexible, Result that matters.

Idea by Omar MA on November 20, 2012
Creation of platforms that spark creativity. Fresh ideas that lead to innovations do not come on a fixed time (9 to 5). Technology runs 24/7, so as innovations. Focus on objectives, open whilst planning, flexible on implementation. The end result shall be amazing.

Unconditional love and trust

Idea by Naveen khajanchi on November 20, 2012
Its necessary to create a wholesome space of trust in the individual . Each individual is blessed with some wonderful qualities inside , nudge them with love and care to help him tap into them . Allow the freedom and space to experiment and fail yet remain objective with passion ...wonder's will start happening . Purposeful purposelessness will become the unsaid environment and culture .

Diversity: The mother of creativity and innovation

Idea by Shilpa Ranganathan on November 20, 2012
There is diversity in the world but not always in the workplace especially technology fields.Diversity is key for creative thinking.It provides the variety of perspectives and experiences that spark creativity,problem solving and innovation to propel organizations forward.Blending different expertise yields innovation.So in addition to gender diversity lets all build organizations where there are diversity in skills,demographics,thought,lifestyle,ethnicity, education and socioeconomic experience

In a stream of ideas some kind of deeper pattern will be evident

Idea by JH Eugenè Joubert on November 20, 2012
Staff - especially new ones - are mostly scared to think out the box and discover that new innovation - it might not be good enough for the shareholders or somebody might laugh at them - so they don't think innovation anymore. To be more innovation friendly one needs to then cultivate a let's talk and get all ideas on the table - once staff see that it's OK to stream ideas they open up and in that stream of ideas the deeper pattern will be evident - THE INNOVATION HUB

Consistently, recognize and reward free, bold, fresh thinking - formally and informally

Idea by Sridhar Dhulipala on November 20, 2012
On the premise that in any business environment, there is no problem that exists without some sort of feasible solution. It could come from customer facing roles, internal operations, HR, any corner of the organization and outside; from partners, vendors, customers. To create an innovation-friendly organization, it has to begin with a culture that encourages bold, fresh, free thinking, as a consistent, visible initiative that everyone aspires to, de-linked from other formal programs.

Create an environment that doesn't kill ideas with red cards and yellow cards

Idea by Mario Morales, CEO Innovare on November 20, 2012
Most organisations have a culture that kills new ideas and are not idea-friendly. We have invented something to avoid this, inspired by the red and yellow cards from soccer. If someone is caught making a negative comment about an idea on an ideation session or informal meeting, his peers can show him a yellow card, which signals that he is trying to kill an idea. If the same person makes another negative comment he will be shown the red card and must leave the room.

Give everyone a "smart failures" quota on their goal setting

Idea by Mario Morales, CEO Innovare on November 20, 2012
One key driver to create an innovation-friendly company is have people lose their fear of failure. We have done this by providing 3 "permission to fail" cards to each employee per year. This means that if someone "fails" by trying new innovative things during the year, they can use the card as a safety net to avoid any punishment or negative consequences on their performance appraisal, bonuses, etc. For a card to be accepted, the "failure" should not be a negligence.

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