Innovations are present in all human activities and play a fundamental role for companies and society. To consider itself innovative, a company should put "innovation as a strategic objective", which is the core of the book, especially when it brings to light the concept of Horizontal Innovation. This expression was born in debates within the scope of FIESP, developing as a counterpoint to hierarchical innovation processes. In this new model "decisions are close to the generators of ideas and of the executors of its implementation". In short, "it is the process of democratization of innovation".
Read it hereWe are a company specialized in the management of innovation culture, coordinated by Antonio Carlos Teixeira Álvares, professor, entrepreneur and specialist in high-performance programs that focus on creating and gathering ideas.
There is a widespread notion that an organization needs a lot of money invested in R&D to be innovative. That's a myth.
We believe that the most fundamental condition for a company to be innovative is to have a strong innovation culture where employees are directly involved at all levels, from the general to the foot soldier.
Therefore, it is necessary that the company's internal culture fosters what is known as Internal Innovative Environment.
The internal development of innovation can be achieved through the implementation of high-performance systems that generate and gather ideas from all employees. This is ACTAPAR's proposal.
ACTAPAR has a strong team of professionals specialized in innovation culture to design and implement high-performance systems to capture ideas through change and/or adaptation by the client organization.
On the other hand, a process of change and/or adaptation of the company's culture must count on the involvement of high-ranking individuals inside the company, especially that of CEOs.
Thus, the first phase of the project consists of conceptual lectures given to the company's leadership, informing them about the different types of systems for generating and capturing ideas and how a high-performance system in generating and capturing ideas boosts the internal innovation culture, by favoring the creation of the Internal Innovative Environment.
Once the phase of conceptualization lectures for the leadership is finished, the project carries on with the following phases:
The first tactic for dealing with crises is usually cost reduction (doing more with less), which, although necessary, has a limit that, when exceeded, exhausts the company.
Practice has shown that the winning companies are those that offer something special and valuable to the market, and this can only be achieved through innovation. Therefore, the incessant search for innovation has been pursued as a long-term strategy to increase competitiveness.
Because of this, many CEOs have chosen innovations, especially radical ones, as a strategy. On the other hand, the myth that radical innovations require high investments in R&D has led many organizations away from the search for strategic innovation.
But there are exceptions – CEOs who believe that innovation is dependent on an internal culture, in which they are correct. An innovative organization (one that practices innovation in a systematic way) has a special culture, which includes, among other characteristics, tolerance for well-intentioned mistakes and the freedom to conceive ideas.
What is interesting is that such a culture generates a complex environment that favors creativity. This innovative environment (Internal Innovative Environment) produces many innovations, most of them small or incremental, but sometimes radical innovations as well.
Thus, the construction of a company's innovation culture (Internal Innovative Environment) can be boosted with a high-end system for generating and capturing ideas.
Some leaders have noticed this, but they find many challeges as to how to implement such a system, generally making the same mistake in the form of the worn-out suggestion box systems, created at the end of the 19th century.
ACTAPAR believes to have the solution for this. As such, we help companies whose leadership believes in innovation coming from all employees of the organization, but who need specialized advice to create a high-performance system to generate and capture ideas.
Individual and group training with leadership on expectations, attitudes, importance of the project, concepts, types of ideas, how to motivate staff, return of success, among other pertinent topics.
Small-scale testing of the idea system before it is extended to the entire organization. In organizations with less than 50 people, the pilot test involves everyone, however, a time for experimentation and learning is defined after the idea system is implemented, but before it is considered “officially” launched.