innovation culture for retention

INNOVATION CULTURE FOR

RETENTION DR. HESHAM DINANA

V U C A

Volatility, Uncertainty, Complexity & Ambiguity

Your Business Needs Leaders who are prepared for EVERY NOW & WHEN

Best Places to Work

1.Airbnb2.Bain & Company3.Guidewire4.Hubspot5.Facebook6.LinkedIn7.Boston Consulting Group8.Google9.Nestle Purina PetCare10.Zillow

https://www.glassdoor.com/Best-Places-to-Work-LST_KQ0,19.htm

https://youtu.be/KB2RVkTrvog

7 out of 10

2CULTURE & LEADERSHIP

GOODCULTURE

BADCULTURE

WORSTCULTURE

COMPLACENT

ZOMBIES INC.

THINKERS INC.

3GENERATION NEXT

“Maslow’s Hierarchy of Needs” with a twist- A new reality!

40% believe they should be promoted every two years, regardless of performance.

They are fame-obsessed three times as many middle school girls want to grow up to be a personal assistant to a famous person as want to be a Senator Each country’s millennials are

different, but because of globalization, social media, the exporting of Western culture and the speed of change, millennials worldwide are more similar to one another than to older generations within their nations.

“IT IS A CRISIS OF UNMET EXPECTATIONS”

“This generation has the highest likelihood of having unmet

expectations with respect to their careers and the lowest levels of

satisfaction with their careers at the stage that they’re at,”

Sean Lyons, co-editor of Managing the New Workforce: International Perspectives on the Millennial Generation.

6 Millennial Retention Strategies

1) Start a young professional employee group1 in 4 Millennials are “asking for a chance” to show their leadership skills. (

Deloitte Millennial Survey)

Young professional groups are also great environments to practice “REVERSE MENTORING" where rising Millennial leaders can share their perspective, ideas, and knowledge with more seasoned employees.

2) Encourage intrapreneurship and internal innovation78% of Millennials are strongly influenced by how innovative a company is when deciding if

they want to work there. (Deloitte Millennial Survey)

3) Communicate and track career progression & developmentThe #1 reason Millennials leave organizations is the lack of career opportunities. (Forbes)

4) Create unexpected, one-of-a-kind experiences78% of Millennials would choose to spend money on a desirable experience or event over

buying something desirable. (Eventbrite)

5) Support work/life balance and flexible schedules45% of Millennials will choose workplace flexibility over pay. (Millennial Branding)

6) Integrate family at workOn average Millennials use 3 channels to stay in touch with parents including email, video calls,

texting, and social networks. (NYMag)

They’re earnest and optimistic.

They embrace the system.

They are pragmatic idealists,

They are tinkerers more than dreamers, life hackers.

Their world is so flat that they have no leaders.

CULTIVATINGA CULTURE OF INNOVATION

WHAT’S STABLE MATTERS A LOT IN VUCA TIMES

THE CALM LAKE

You can always come back there…

The Culture: the company culture (beliefs and behaviours)

The Roots: the founding myth The Soul: the sense of purpose & ethics

(values) & archetype (fundamental behaviour)

Contents

IDENTIFY WHAT’S STABLE TO FIRMLY ANCHOR YOUR COMPANY/BRAND, NO MATTER HOW STORMY THE ENVIRONMENT MIGHT GET

THE COMPANY DNA, ITS CULTURE, VALUES AND CAPABILITIES ARE A “CALM LAKE”: A SAFE AND SOUND BASIS TO DESIGN STRATEGY AND TO MAKE RIGHT CHOICES

CALM LAKE

WHAT IS INNOVATION?

Innovation is

“new stuff that is made useful”. Innovation is certainly NEW but it must also

be USEFUL.

Innovation is NOTinvention, genius, a matter of chance

nor R&D only

The focus of innovation can be tangible and immaterial: products, brands, services, experiences, processes,

organisation, public institutions…

THE HIDDEN ENEMY OF INNOVATION: SCEPTICISM

Yes, But

Yes, and

6 Ways to Create a Culture of Innovation

SOR EN KAPL AN

1. BE INTENTIONAL WITH YOUR INNOVATION INTENT

2. CREATE A STRUCTURE FOR UNSTRUCTURED TIME

3. STEP IN, THEN STEP BACK

4. MEASURE WHAT’S MEANINGFUL

5. GIVE "WORTHLESS" REWARDS

6. GET SYMBOLIC

The greatest danger for most of us is not that our aim is too high and we miss it,

but that it is too low and we reach it.

Michelangelo

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