HIPI创新培训项目

High-Potential Innovator™ Program (HIPI)

 HPIP™项目是特别针对完全不是管理层的年轻员工。该项目的目的是在天生的创新者离开公司,被选举或由于缺乏创新机会而气馁前的早期阶段分辨出他们。

一旦确定,该项目旨在作出特别安排,通过佩斯方法权衡这些天生创新者的创新能力但并不过度限制他们的创造力并充分利用他们的创新能力达成公司自身的目标。

 

E. Ted Prince, Learn to Unlearn: The Innovation Connection, Chief Learning Officer Magazine, September 2009, pp.22-29

创新的任务

全球企业现在认识到,他们的竞争生存依赖于创新。无数的创新模式已经制定并启动。然而,大多数不凑效。

这是因为它们都存在了一个重大缺陷。也就是说,他们认为,如果创新过程被定义,规定和实施了,产出的结果就是创新。为此多数企业注重过程,而不是创新的行为。

然而,绝大多数的证据指出这样的事实,天生创新者的存在是产生创新的根本。如果天生创新者不参与创新方案,该方案可能无法成功。

因此一家公司必须确定,鼓励和利用在其当中自然的创新者。这些人通常不被认可,经常感到不受重视。所以,他们通常会离开,或默默地放弃努力付出。

换句话说,一个公司必须专注于发现在其当中那些比较少见的拥有天生创新行的人。一旦发现,他们必须进行适当的管理和委任,使他们感到受到重视,并且可以埋头致力于创新工作。

HIPI 方法

佩斯通过其商业智慧的成果一直进行公司创新研究超过10年。这是因为商业智慧的两个驱动之一,一个是增值的类型,与创新类型一样。珀斯的方法创新是创新者是必不可少的,任何创新的过程,必须要最先找到创新者,然后再利用其达到公司的创新目标。

为了实现这一目标佩斯使用其独特的行为评估方式。这些准确识别在你的公司隐藏在行为背后的天生创新者。一旦创新者被发现,需要有一个过程将他们安置于公司的创新模式中。佩斯有一个明确的过程来实现这一点。

The program involves two stages:
•    Initial screening
•    Innovator program

Initial screening: The FOA assessment is completed on a relatively large number of staff. This is because only a small number will turn out to be innovators based on the assessment. Once the initial screening has been completed, each one identified will be interviewed and screened against a list of other criteria to round out the judgment as to whether they fit.

Innovator program: This program involved the final chosen innovators. Perth has a defined process to ensure that these innovators are leveraged in the way that is a win-win for both them and the organization to achieve its innovation objectives.

A High-Potential Innovator™ Program:
•    Identifies young innovators who are likely to be lost to the firm if their innovator energies are not harnessed in the correct way
•    Implements a follow-up program to harness these energies for useful purposes within the company.

The High-Potential Innovator™ Program provides value to every level of an enterprise:

提升企业估值…

  • Identifying young innovators who would otherwise not been noticed
  • Sets up innovators early in their career development so that they benefit personally as the company benefits 
  • Aligning the disparate objectives of young innovators with the necessary sustaining objectives of a normal corporate environment.

对管理层…

  • To set up an innovation process that can be relatively independent of existing units
  • Harness a future source of competitive advantage
  • Tap early into innovative ideas that might otherwise have surfaced only much later, and maybe too late to be competitively useful
  • Move the company to a more innovative stance

对执行团队…

  • Tap into young innovators who can think outside the box
  • Integrate some innovations into their business processes much earlier than would normally be the case

加强人力资源管理…

  • Giving it an approach to identify high-potentials who do not fit into normal high-potential programs
  • Providing them with an in-house source of innovators to spread around the organization
  • Allowing them a focus for their own innovation efforts independent of existing divisions.

HIPI 成果

1. Kick start innovation efforts by energizing the hidden innovators in your company
2. Find the natural entrepreneurs in your company without whom nothing really new gets started
3. Harness them to vault your company to the head of the competition

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