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Leadership Solutions Newsletter
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The High-Leverage Innovator Program (HIP)
In order to stay competitive and at the forefront of their field, one of the key imperatives is for companies to continually innovate to survive. Most approaches which focus on innovation processes miss the crucial fact that innovation cannot take place without innovators.
However even most innovators will have an adverse impact on profitability. But there is a small category of innovators who make money and have a very positive impact on profitability. We call these the high-leverage innovators.
High-leverage innovators can be identified and measured using an innovative new assessment instrument from the Perth Leadership Institute. Then a company needs to ensure that it has the right program to motivate and incent these highly unusual individuals.
The aim of HIP is to integrate methods of identification of high-leverage innovators into existing talent recruitment and management approaches already in use in a company. We work with you to show how this can be achieved using our assessment instruments and to identify what types of development programs are needed for these talented people to be most effective in the shortest possible period of time.
The benefits of this approach are:
- Turbo-charge your innovation programs
- Find the tiny category of people who provide profitable innovation
- Beat your competition!
The Program
There are three components:
- Recruitment and selection
- Onboarding
- Organization Development
Recruitment and Selection
We work with you to integrate our assessments into your talent recruitment process so as to provide an additional focus on high-leverage innovators. Selected applicants and targeted individuals involved in this process complete two assessments, the Financial Outcome Assessment and the Executive Outcome Assessment. This identifies the high-leverage innovators and their specific and individual executive capabilities.
Onboarding
For those who are selected as a result of the HIP program, we provide onboarding services. This involves identification of the best role and position for them in your organization and coaching for them to provide optimal alignment between their specific strengths and your organizational goals.
Organization Development
We work with you to define and implement the optimal organizational environment so that the selected intervals have the maximum motivation and incentive to work with you. This requires attention to issues such as compensation, organizational incentives, career development, organizational environment and reporting relationships.
Latest News
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In Warren Bennis' Latest Newsletter, Ted Prince says:
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The Three Financial Styles of Very Successful Leaders
by E. Ted Prince
Published by McGraw Hill
Now available as a Chinese language web site
(佩斯领导力研究院 ) and book in both Traditional Chinese and Simplifed Chinese from McGraw Hill Singapore/Taiwan
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