Innovation Extension & Deep Dives

Observation periods of leaders in various contexts provide valuable in-depth insights and feedback. These periods are designed to identify leadership-relevant behaviors and actions, initiating confidential and constructive reflection conversations. These opportunities can be highly customized and targeted to meet individual needs, potentially leading to more specific coaching sessions as appropriate.

Outcomes:

• Enhanced understanding of organizational dynamics through ethnographic research, leading to more informed decision-making.
• Clear identification of existing capabilities and areas for development, utilizing the ICR model to pinpoint strengths and gaps.
• Strategic insights into the organization’s readiness for implementing innovative changes, ensuring alignment with the organization’s core purpose and long-term goals.
• This approach leverages Dr. Gaia Grant’s extensive research to provide a robust framework for assessing and enhancing organizational capabilities and readiness for innovation.

Consulting:

An ethnographic research consultant can play a pivotal role in leading innovation within an organization. By leveraging insights, ethnographic research can help organizations lead more meaningful and impactful innovations that resonate with their stakeholders and drive long-term success.

Capabilities Assessment:

Evaluating current skills and competencies within the organization, about leading innovation capability development.

Readiness Assessing:

Determining the organization’s readiness for innovation and change, guided by principles from “Purpose Driven Innovation Leadership,” focusing on aligning purpose with strategic innovation initiatives.

1. Rallying around a shared purpose:

‘How the top management team experiences paradoxical demands in strategizing’.

2. Dual leadership dynamics:

Identifying how dual executive leaders navigate competing innovation sustainability demands in growing organisations’, ‘From Start-up to Scale-up, How Leaders Navigate Scale-up tensions.’ (article/blog & references)

3. From detecting dichotomies to navigating dipoles:

How senior leaders negotiate competing demands.

4. Profiling innovation leaders:

Developing and applying a multidimensional measure of paradoxical innovation leadership orientations for Identifying ambidexterity across different occupational profiles

5. Creating agile leadership teams:

How shared leadership models can better manage the ambiguities of sustainable innovation and growth.

6. Innovative Problem Solving:

Developing innovative problem-solving skills through applying an ambidexterity framework to work-based scenarios