LEADING INNOVATION IN ASIA PACIFIC

Organisations see innovation as key to overcoming external challenges

Mind-set of employees is main barrier to innovation

56%

56%

53%

50%

49%

71%

developing new product and service

looking for new markets

increasing productivity

developing strategic partnerships or alliances

redesigning systems and processes

People’s mindsets

73% of employees believe that innovation is encouraged in their organisation

of HR managers feel their leaders e�ective at encouraging creativity and innovation

of HR managers rate their leaders e�ective at engaging their employees

Main innovation barriers

52%Lack of time, energy

and resources

49%Organisation culture

28%‘Kiasu’ syndrome

6%Confucian cultural

values

01 Set a compelling vision

53% of Singaporean employees say their leader is not e�ective at articulating a clear vision and strategy.

02 Empower your teamMeaningful and interesting work, being able to make a di�erence and autonomy are top motivators for Singaporean employees.

03 Encourage di�erence and collaboration

49% of Singaporean managers think that diversity is important to the success of their business.

04 Demonstrate supportfor innovation

Less than one third of HR managers believe their leaders are e�ective at encouraging innovation

05 Take risks and manage ambiguity

27% of Singaporean employees are members of teams who are rarely open about weaknesses and mistakes.

06 Enhance your influencing skills

56% of Singaporean HR managers report that developing emotionally intelligent leaders is currently a key people challenge.

It’s not just about generating ideas, innovation happens when you implement them. Leaders who have the capability to understand perspectives and views from key stakeholders and “sell” the change – will secure the support and resources to make innovation happen.

Innovation rarely happens the first time you try – making mistakes is part of the journey. Leaders need to be comfortable that they can show support for risk-taking and failure.

Leaders must send clear and unambiguous signals that innovation is welcomed where constructive support and recognition will be given – creating the right culture to encourage your team to share their ideas.

Leaders need to create a work environment where there is a free flow of information, di�erent views and outlook are encouraged, and there is a supportive challenge of ideas.

Relinquish control and provide autonomy for your teams, letting them have the freedom and opportunity to think for themselves and innovate – they’ll also be more motivated and more likely to stay with your organisation.

Setting a compelling vision, which focuses on the long term, stimulates creativity by motivating employees to engage in developing solutions and new ways of doing things, without the need for any extrinsic reward.

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Ro�ey Park is running a highly interactive masterclass which is designed to equip leaders with the tools, techniques and processes to help them build a culture of innovation. Through hands on sessions, leaders will learn how to align their strategy to drive innovation, innovate in the processes of management and develop innovative ways of thinking and working across the organisation.

www.ro�eypark.com

Leaders lack the capabilities to engage employees and encourage innovation

Six ways leaders can engage the hearts and minds of their employees

to innovate

Leading and Managing Innovation Masterclass – 12-13 October 2015