Career Opportunity Innovation

Why is ‘innovation’ a career opportunity like no other?

The pressure on companies of almost any size to be more innovative is big. This pressure comes from various sources at the same time. Customers want better, easier, more useful solutions. Investors want to see the company they invested in more agile and more innovative. The board simply amplifies the pressure from the market onto the executive bench. Top talents want to work in modern, well managed, innovative companies. Last but not least, competition from fast growing and scaling young companies make the live of established enterprises even harder. A CEO of a global enterprise cannot be the same innovator as the CEO of a startup. But the enterprises can look for innovative talents who may perform that role without taking the entrepreneurial risk of starting and driving their own business. Innovation is NOT an accidental event where somebody just has this outstanding idea – totally out of the blue. Even it often feels like that, it is not – 100%.

The Innovator

The title says it all, that person innovates. The innovator is a top talent that has a wide open mind, is a stellar listener and amazing observer. That person has lots of general experiences with which they can compose new ideas and are trained to “play” with their brain and produce ground breaking ideas. The innovator is the person who literally produces innovation, without being the expert  that actually builds the product or service. Innovators always work with customers and teams simultaneously. The developing and building process remains in the hands of top notch engineers or other specialists.However, in our today’s complex business organizations, we need to not only think of innovative solutions for customers but also innovative solutions internally. Many marketing departments conduct their business in more or less the same way, with the same KPIS and the same methods like 25 years ago. Marketing innovation can have extremely positive effects on a company’s market presence. Innovation itself is another even more dramatic challenge. How can a perfectly organized company with a top level employee utilization, carve out time for innovation? The innovator typically would report to a Deep Innovation Design Manager.


The Deep Innovation Design Manager

We all learned that the value of an idea is zero. The value of an innovation grows with its distribution throughout global markets. The Deep Innovation Design Process needs managers with a 360° view of all aspects, steps, processes, stakeholders and activities who can navigate and moderate the process with whole teams, partners, contributors and other stakeholders. He or she is the Innovation Success Manager and would typically report to a Innovations Paradigm Executive or directly to the CEO in smaller organizations.


The Innovation Paradigm Executive

In large enterprises with different business units, countless departments and many products need an executive level person to craft a corporate wide innovation strategy, work with the C-Level of the company, coordinate the innovation engagements across all business units and ensure the financial engagements and capital distribution throughout the various projects, run by the Deep innovation Design Managers.

In the new world of Innovation Paradigm Models and Deep Innovation Design methods, innovation is demystified and turned into predictable and manageable activities that can be planned, budgeted, and managed. And to do so, businesses need talents to perform these new jobs.

If this should become your career path, Join one of our free online events.

Human Talent Development

For HR or HT departments we are providing free seminars and education, helping understand what a professional innovator, innovation manager or innovation executive actually means.

The seminars are usually online (webinars) with the following agenda:

  • Relevance of professional innovation processes
  • The types of talents in the innovation space
    – Innovators
    – Innovations Team Members (Marketing, Sales, Finance, Specialists)
    – Innovations Project Managers
    – Innovations Paradigm Executives
  • The different traits those talents need to have
  • The skills the talents should acquire
  • The profiles and background required for the various positions
  • Talent acquisition activities and sourcing
  • Selection, interview and hiring techniques
  • Innovation culture and culture fit