Comments on: Innovate the Google way http://www.innovationfactory.eu/2009/02/09/innovate-the-google-way/ Tue, 16 Aug 2011 09:19:21 +0000 hourly 1 http://wordpress.org/?v=3.1.1 By: Ralph http://www.innovationfactory.eu/2009/02/09/innovate-the-google-way/#comment-89 Ralph Fri, 06 Mar 2009 16:26:18 +0000 http://www.innovationfactory.nl/blog/2009/02/09/innovate-the-google-way/#comment-89 The 20% rule definitely works.. The problem is simply that most companies do not have the same vision as Google does The 20% rule definitely works.. The problem is simply that most companies do not have the same vision as Google does

]]> By: Jurjan Huisman http://www.innovationfactory.eu/2009/02/09/innovate-the-google-way/#comment-88 Jurjan Huisman Fri, 13 Feb 2009 10:41:52 +0000 http://www.innovationfactory.nl/blog/2009/02/09/innovate-the-google-way/#comment-88 Hi Sjouke, You are absolutely right. It is not possible in every organization to introduce the 20% strategy. Therefore, I tried to stress out in my blogpost that the most important aspects are the culture and work philosophy. To stimulate effective bottom-up innovation it is critical to create an environment where employees can easily walk into the office of other employees for feedback and advice. Furthermore, a company can also actively try to get into a positive viscious circle. By actively pursuing innovation, Google is seen as an innovative company, which in its turn will probably attract higher educated or at least more creative employees, whom in their turn are more likely to come up with new successful products and services, etc. In the end indeed it comes down to creating a culture where innovation and risk taking is rewarded; which emphasizes the point that innovation needs to be done by everybody in the company and not just a small 'innovation team'. Hi Sjouke,

You are absolutely right. It is not possible in every organization to introduce the 20% strategy. Therefore, I tried to stress out in my blogpost that the most important aspects are the culture and work philosophy. To stimulate effective bottom-up innovation it is critical to create an environment where employees can easily walk into the office of other employees for feedback and advice.

Furthermore, a company can also actively try to get into a positive viscious circle. By actively pursuing innovation, Google is seen as an innovative company, which in its turn will probably attract higher educated or at least more creative employees, whom in their turn are more likely to come up with new successful products and services, etc. In the end indeed it comes down to creating a culture where innovation and risk taking is rewarded; which emphasizes the point that innovation needs to be done by everybody in the company and not just a small ‘innovation team’.

]]> By: Sjouke http://www.innovationfactory.eu/2009/02/09/innovate-the-google-way/#comment-87 Sjouke Mon, 09 Feb 2009 15:50:27 +0000 http://www.innovationfactory.nl/blog/2009/02/09/innovate-the-google-way/#comment-87 It sounds great. However, this 20% strategy will only work when everything is perfect. That is: 1. You need to be working in an environment where money is easily earned: Guess what your boss will say if you work in a call center and say 'hey, I want to spend a day a week at....' 2. you need to have higher than average intelligent collaegues who are willing and able to think out of the box. In my experience, this attitude is rare. 3. You also need to be working at a company who rewards a certain amount of 'risk taking', the larger the company the smaller the chance that is approved. From this point of view, the idea of Edgar Wintzen that is soon as a company gets bigger than 100employees, it should be spit, holds some value. It sounds great. However, this 20% strategy will only work when everything is perfect. That is:
1. You need to be working in an environment where money is easily earned: Guess what your boss will say if you work in a call center and say ‘hey, I want to spend a day a week at….’
2. you need to have higher than average intelligent collaegues who are willing and able to think out of the box. In my experience, this attitude is rare.
3. You also need to be working at a company who rewards a certain amount of ‘risk taking’, the larger the company the smaller the chance that is approved. From this point of view, the idea of Edgar Wintzen that is soon as a company gets bigger than 100employees, it should be spit, holds some value.

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