However, investing in innovation may be viewed by some organizations as too risky at a time when they are scrutinizing every expenditure, the Society for Human Resource Management (SHRM) notes in its 2009 Workplace Visions article, “Innovative Work Teams in a Challenging Business Environment.”

For organizations up to the challenge, though, the SHRM researchers point out, “it’s the kind of strategic investment that will pay dividends now in the years ahead.”

Motivating Innovation PDF

Posted/Reprinted with  permission of the Society for Human Resource Management (www.shrm.org), Alexandria, VA, publisher of HR Magazine. © SHRM

1. Lead by Example: It all starts at the top. Management buy-in and support of innovation and ideation is critical. And by support, I mean both material and emotional. It needs to not only endorse, but proactively push for Innovation. It’s the only way for your team to get the motivation to take time from their “day jobs” to make Innovation happen;

2. Over-Communicate, Under-Promise: Talk up overarching Innovation visions, successes (and failures), without hyperbole or pie-in-the-sky verbiage. Keep it simple. Keep it focused. Keep it real. Internal and external communications enhances group buy-in to Innovation goals. It’s important to articulate your grand vision and provide the compelling case for change.

3. Silo Demolition: Knock down the barriers that keep silos apart by creating cross-functional teams between groups that don’t typically interact. This keeps the flame of cooperation – and Innovation – burning brightly. “Silo-itis” can smother buy-in for innovation.

For more tips see “Robert’s Rules of Innovation ™” by Wiley, Spring, 2010