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Robert Porter Lynch’s featured article in the European Bus. Review
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Leadership & Relationships

Leadership for InnovationA great strategy without great implementation is hallucination. The first step in implementation excellence is leadership. In fact, we found in every case of companies with collaborative innovation there was a great leadership team that worked in unison and aligned purpose.

No innovation strategy can ever be executed without the commitment and vision that comes from great leadership.

Innovation, in and of itself, generates anxiety because it creates change, often rapid and unpredictable change. Wherever there is change, their is ambiguity, uncertainty, and unpredictability. These factors alone are sufficient to throw many organizations into turmoil.

Add to these the difficulty of combatting the “Not Invented Here” syndrome, “us versus them” and “culture clash,” and you have all the ingredients for a conflagration.

Best in Class companies in our study pay strict attention to the Leadership issue with deep conviction:

  • They see innovation as a core strategy in their company, and take action on its many implications:
    • The Leadership Executive Team understands the importance of their role in fostering innovation
    • Develop the right internal and external relationships to catalyze innovation
    • Build the right cross-functional and cross-Business Unit Interactions
    • Support the Champions in the field who are taking the risks all innovation requires
    • Know how to select the right people to generate constructive innovation
    • Are willing to scrap old non-effective methods.

We have successfully extracted the best leadership practices that propel
Strategic Alliances and Collaborative Innovation to success.

  • Senior Executive support was not sufficient to create an Engine of Innovation. What was necessary was someone annointed by senior management to act as a champion of innovation. While most managers are driven by an ethic of competition, the innovation champion is driven by an ethic of creation. 
    • They inspire employees by distributing a sense of responsibility throughout the organization. Everybody performs with tangible goals in sight. 
    • There is more tolerance for risk-taking, thus greater innovation; more acceptance of the value of long-term success, thus greater persistence; more personal responsibility for how the company performs -- thus a work force that identifies personal achievement with the success of the firm.”Do You Have What 
It Takes to be a
Champion of
      • We have identified the critical best practices that champions must engage in, and more importantly, how they combat cynicism, skepticism, and the pervasive not-invented-here syndrome.

Our Collaborative Innovation Program
will outline how to build a System of Trust,
the criteria for success,
the key processes and practices, and
how to implement these best-in-class
 leadership tools and skill sets in your company

Download “How to Foster Champions” by Robert Porter Lynch
written for Peter Drucker’s book, Leader of the Future


The Synergistic Leader

Synergistic Leadership is not focused strictly on the Leader -- it’s about getting teams to align and create together, getting differences to become additive, to join collaboratively in an organizational “symphony” integrating harmony, melody, rhythm, beat, -- each individual’s special personal nature -- their “instruments” that can make real music, not just a lot of noise.

  • Sees Potential in Differentials as Co-Creative Triggers of Innovation
  • Creates a Culture of Breakthroughs based on Learning and Co-Creation
  • Uses Breakdowns to trigger new levels of performance
  • Recognizes everyone has their own needs and experience
  • Thrives in Adversity -- Sees Adversity as Opportunity for Breakthrough
  • Collaboratively Innovates
  • Focuses the Team on the Greater Good and Noble Cause
  • Builds a System of Trust that makes Honour and Integrity Key Core Values
  • Recognizes that Character is more Powerful than Competence
  • Creates a breakthrough Culture – What’s missing, possible
  • Co-Creation is more important than Command and Control
  • Recognizes the ever-changing dynamic strategic environment
  • Sees Win-Win Relationships as a minimum standard
    Knows that Collaborative Innovation is the soul of great teamwork.
  • Champions Alliances
  • Integrates across Boundaries
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