In recent times, corporates are increasingly focussing on top line and bottom line growth. Research shows that growing through mergers and acquisitions often comes with low return on investments, and is a short-term fix to show higher revenues. Organic growth through introduction of new products / services, expansion to new market segments, etc. requires innovation as a key enabler – there can be no sustained growth without innovation. Traditional innovation through new product development usually relied on the creativity of the R & D perspective. There is a growing need for companies to develop an innovation mindset (to look at opportunities for innovations in business models, organisation structure, processes, etc) and to develop innovation as a core competence, to be able to meet, identify, and exploit new opportunities for top line growth.

Types of Engagements Possible for Client Organisations

i. Mapping Innovation DNA: A comprehensive assessment of the innovation capacity (strengths and limitations) of the organisation, identification of innovation DNA of the company, recommendations for a suitable innovation strategy, and requirements for implementing it.

ii. Igniting Innovation: A four part year-long customised workshop for middle managers with projects in between. The four modules would cover 1) Aligning personal goals with company vision, 2) Developing leadership, 3) Igniting passion for innovation and 4) Harvesting creativity and innovation. There could also be coaching between modules.

iii. Developing an Innovation Mindset: Workshops and group/ individual coaching for key executives to ‘think and act outside the box’ by facilitating the ‘stepping out’ of self-limiting mindsets and ‘stepping into’ innovative mindsets. Entrepreneurial mindsets can be the focus instead of innovation mindsets based on client needs.

iv. Developing Innovation Champions: This could be a year-long leadership development programme for identifying high potential innovation champions with project identification, one-on-one and group coaching. This can also be designed as a two-phased programme with 90 day project implementation time in between the phases, and ending with presentations to senior executives on their innovation ideas, recommendations, and projects.