Leaders and Innovation
The staff members that are having knowledge depend a lot on the leaders of the organizations. It is important that the leader makes an attempt to innovate rather than orders his/her staff members to do so. The leader should be able to lead his/her staff by example.
He/she should also be able to create an environment existent in the organization that is conducive for innovation.
An attitude or relentless growth should be formed. This would not only permit the organization to achieve its objectives, but also enable the staff members to do so. Once the staff members are able to achieve their objects, they would be motivated to develop and grow father, and the best instrument to develop and grow would be innovation. The leader of the team should ensure that there is free-flow of ideas in the team, and the communications links between the members of the team are strong and effective.
The leader should also be able to develop a strategy, structures and functions within the organization that would enable innovation. A corporate culture (which includes norms, assumptions, values and attitudes, shared by the staff that function in the organization) should be created that would help in the innovation development.
Many of the leaders in the corporate sector suggest that it is utmost important for the leader to motivate his staff members using various methods, so that innovation is possible. The leader would have to conduct research to determine the means by which the staff embers would get motivated. He/she should then use these means to encourage the staff members to innovate further (Kotelnikov, 2007).
In several branches of science, controversy follows innovation, and threatens to affect the social structures present in the organization. Various parties may come up with their own assumptions with a new technology brought out by an organization. This may be a subject of debate in the field. This should be considered as an opportunity to provide answers to several difficult questions. Several others who consider that they are experts in that field would question any new technology brought about by recent research.
A strong communication link should be existent between various intellectuals of the field so that unanswered questions are effectively addressed. This would certainly help to advance the field and provide benefits for mankind. It is important that in any controversy situation, the roots of the conflict be recognized and addressed properly. However, if these issues are not understood and addressed (and if not taken in the right spirit), the controversy could worsen, which would have a negative impact on the organization, the particular scientific field and ultimately on the society (Baldwin, 2007).
Baldwin, D. V. (2007). “Innovation, Controversy, and Consensus in Traumatology”, Retrieved on November 3, 2007, from Trauma Pages Web site: http://www.trauma-pages.com/s/dvb-96a.php
Kotelnikov, V. (2007). “Corporate Culture Defined,” Retrieved on November 3, 2007, from 1000 Advices Web site: http://www.1000ventures.com/business_guide/innovation_system_culture.html
Kotelnikov, V. (2007). “Leading With a Growth Attitude,” Retrieved on November 3, 2007, from 1000 Advices Web site: http://www.1000ventures.com/business_guide/im_leadership.html
Kotelnikov, V. (2007). “Understanding the Innovation System – Unlocking the Black Box,” Retrieved on November 3, 2007, from 1000 Advices Web site: http://www.1000ventures.com/business_guide/innovation_system.html