Workforce Innovation Survey Tool
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Transcript of Workforce Innovation Survey Tool
Workforce Innovation Survey Tool
Workforce Innovation Survey Tool1Welcome participants and address housekeeping and evacuation arrangements.1AgendaWhat is workforce innovation?The Workforce Innovation Survey ToolPillar 1: Generating ideasPillar 2: Taking calculated risks & being entrepreneurialPillar 3: Developing workplace relationship effectivenessPillar 4: Turning ideas into products, processes & servicesBringing it all together Understanding and addressing your total gap2Outline the agenda for the workshop.2Learning outcomesUnderstand the purpose and outcomes of the survey toolConduct an analysis of the gap between self-assessment and job-assessment scores (for each pillar and in total)Generate action plans for each of the four skills pillars3Provide an overview of the learning outcomes for the workshop.Ask participants: What do you hope to get out of todays workshop? Seek responses.3Innovation is...Creativity is thinking up new things.Innovation is doing new things.Theodore Levitt4Explain that there are various definitions of innovation and that this is just one of the more creative definitions of what it means to be innovative.
Ask participants: What do you think it means to be innovative? Whiteboard responses.4What is workforce innovation?Innovation is the conscious exploitation of ideas leading to a new or modified product, process or service which adds economic and/or social valueInnovation is a broad organisational issue, requiring mobilisation of a constellation of resources, activities and people
The development of the IBSA Workforce Innovation Survey Tool Phase 1, p. 8; p. 45Explain that: Innovation is important for organisations Innovation & Business Skills Australia (the ISC for business services) recognises that Australia is failing to innovate as quickly as other developed economies and also acknowledges the importance of innovation to Australias economic competitiveness.
The Australian economy relies on the innovation of its workforce: new thinking fosters growth and contributes to our competitiveness. Innovation is the responsibility of all workers at all levels as they can contribute to the development of innovation by finding new, different or better ways of working.
Increasingly emphasis is placed on the workplace and those that operate within it to enable innovation outcomes and national productivity
Ideas need to be translated into innovative outcomes.
This workshop is designed to help you translate your workforce innovation survey results into tangible outcomes.5The Workforce Innovation Survey ToolRaises awareness and understanding about the skills, attitudes and behaviours individuals and organisations need to be innovativeIdentifies and analyses the innovation skills found in individuals and required by organisationsAssists workplaces and individuals to better match their innovation skills capacities with their needs6The Workforce Innovation Survey Tool can play a key role in fostering innovation in the workforce through your own professional practice and through the implementation strategies that we will develop and discuss here today. Outline the primary purpose of the survey tool as shown in the bullet points on the slide.6The Workforce Innovation Survey ToolDesigned to aid constructive dialogue between organisations and workforce membersDesigned to be part of strategy employed by organisations to facilitate the successful development, empowerment and alignment of the workforceIt is NOT designed as a tool to counsel underperforming people or business units7The Workforce Innovation Survey Tools has many varied uses.ASK: How do you think the survey results could be used?
Following are just a few examples of the ways in which it can be used:In a small organisation (e.g. 5-10 people) to help facilitate a conversation about personal strengths and weaknesses, job task requirements and the matches and mismatches amongst the small group of people. This will lead to a constructive discussion of: (a) whether the gap is individual or systemic for the organisation; (b) how to close identified gaps; and (c) the measures used to identify whether the gaps is being addressed.In a substantial government department searching for more innovative ways to create and deliver services an may use the tools as an initial audit instrument to achieve employee self-assessment of the various aspects of person, workplace and workforce innovativeness. When gaps are identified, managers could begin to systematically implement initiatives to address such gaps.A large services or manufacturing company may wish to increase the importance of innovation in its business strategy and competitiveness mix and use the tool to benchmark the innovativeness of staff and job designs across its operating divisions and departments.
7The Workforce Innovation Survey ToolThe tool helps individuals and organisations identify, understand and assess three essential innovation skill measurements:The extent to which you demonstrate a desired innovation skillThe importance of an innovation skill to a particular job or job functionThe innovation skills gap that exists between the individual and their job function8Outline the three components of the survey tool as shown on the slide.8The four skills pillars9These pillars are the foundations needed for successful innovation...
First comes Pillar 1, the generation of ideas, meaning that new products, services, processes, technology enhancements or business model ideas are the starting point of innovation.
Pillar 2 understanding how to turn ideas into value for your organisation, this means having an understanding of risk and return, and overall value to the organisation and its stakeholders.
Pillar 3 focuses on how the individual employee builds, nurtures and uses relationships in the workplace to help turn ideas into reality.
Pillar 4 focuses on aspects of business acumen such as persistence, resilience, customer focus, marketing and scale-up of production. This pillar is all about scale-up plus the marketing , financing and other aspects of taking a new product or service idea to market (or if its a new business model or process idea, its about implementing it within the organisation.
IMPORTANT: All pillars and survey question items are based on the employee/individual as the unit of analysis, and their own judgement about themself and their job requirements i.e. Based on a single person and job basis. A bottom-up survey.
9Self-assessment & Job-assessment10Explain that the survey focuses on two aspects of innovation skills:The individual (self) perspective; andThe organisational (job) perspective.
In assessing your skills and capabilities you should have considered whether you have skills in a particular area that you do not use in your current role. It is important that you have disclosed all of your skills whether or not you get the opportunity to use them in your current role.10Gap analysisYour survey results will identify a gap which can either be a:Surplus i.e. You believe you have innovation skills that are not currently being used in your job; orDeficit i.e. You believe that you do not have sufficient innovation skills required for your jobGaps can be measured across all four pillars or across any individual pillarThe survey tool provides a commentary for each gap with advice on what the possible implications or next steps might be to address the gap11Your survey results provide a sense of your natural personal characteristics in relation to innovation skill, attitude and behaviour AND a perspective of how important these skills, attitudes or behaviours are to your job.
The results are likely to indicate a gap either a surplus or deficit in relation to your specific innovation skills in relation to your current job requirements.
NOTE: By virtue of the nature of this tool it is impossible to provide customised advice or commentary to individual respondents. Your individual situation will warrant a personalised approach to addressing any gaps.
11Pillar 1: Generating ideasThis pillar is concerned with creativity and continuous improvement skillsExamines the match between your personal and natural inclinations in this domain versus those requirements of their jobPillar 1 measures your creativity engineCreativity is the starting point of the innovation process 12Explain that pillar 1 measures the creativity of the individual in relation to their job function. Creativity is the starting point of the innovation process, but it needs to be converted into organisational/commercial value this pillar is concerned with the invention component.
ASK participants:- What does generating ideas mean to you?- Why do you think some workplaces are likely to generate more ideas than others?
Ask participants to provide some examples of ways in which they might generate/contribute ideas (both formally and informally) in the workplace.12Pillar 1 focuses on...13Pillar 1 asks you about the extent to which you naturally have, and your job requires, those traits related to creativity and ideas generation.
Pillar 1 is not a complete measure of innovation (it is primarily concerned with the invention/idea generation component) and it needs to be used in conjunction with the other three pillars.
13Pillar 1: Self-assessment & job-assessment scoresScoreSelf-assessmentJob-assessment16 - 32You like consistency and routineYou work best with well-defined parameters and boundariesYou prefer to follow the lead of othersYou look for patterns & trendsYour job requires someone who works well with routineIt is suited for someone who works within well-defined parameters and who prefers to follow the lead of others33 48Approach challenges in a structured, logical fashionTend to focus on issues that are clear