For innovation to be a rooted value, It is essential that the organization works to deprogram the mentality of the “it's always been like this.” This is one of the biggest blocks, as it limits the transformation potential, leading people to act automatically based on old and inefficient processes. Promote training design thinking and practical innovation workshops, for example, can help employees identify real problems and collaboratively explore solutions. In this context, each employee takes on the role of innovator, regardless of position or area of activity.
“The best way to predict the future is to create it.” Peter Drucker
Besides that, companies that encourage intrapreneurship - i.e, internal entrepreneurship — obtain better innovation results. When employees are encouraged to experiment and propose solutions autonomously, without fear of making mistakes, the company creates a fertile environment for disruptive ideas.
Inspiring Example: 3M e o Post-it
A classic example is 3M with the development of the Post-it. The idea came from a company scientist, Spencer Silver, who was working on a low adhesion glue for a specific product. Your colleague Art Fry saw an opportunity to use this glue in a bookmark, e, with the support of the company, the Post-it was launched and became one of 3M's most iconic products. Esse caso exemplifica bem como o apoio a ideias fora dos processos convencionais pode gerar inovação de sucesso.
Medindo e Incentivando a Inovação Cotidiana
Outro ponto importante é que a inovação não precisa ser medida apenas por grandes avanços tecnológicos ou novos produtos, mas também pelas melhorias contínuas e incrementais no dia a dia. Ferramentas como feedback 360°, painéis de reconhecimento e plataformas de sugestões (como os Hackathons internos) são algumas das práticas que ajudam a manter a inovação viva. Ao reconhecer pequenas melhorias, a empresa demonstra que valoriza cada contribuição e, at the same time, alimenta o mindset de fazer sempre melhor.