By Katinka Kolsaker
Lesson learned from Corona: We can innovate and digitalize fast when we need to.
How do leaders and HR capitalize on this intellectual property?
Innovation may be defined as a solution which is new, embraced as useful and put into use. In crises, we suddenly find ourselves in situations where we need new and useful solutions immediately. The corona crisis taught us new ways of keeping schools up and running, new ways to meet and get the work done digitally. We have proved we can innovate and digitalize worklife fast when need to. How do leaders and organizations use this knowledge and capacity of change?
Three different strategies stand out:
- Back to normal: We do our best to return to the old normal, as if the digital shift never happened.
- Laissez faire: We wait and see how society adapts and follow up as best as we can.
- Strategic fitness: We treat the innovative and digital skills and experiences taught from Corona as an intellectual capital and boost strategic fitness and innovation capacity in our organization.
I take it for granted that the latter is your preferred option. The other alternatives mean throwing money out the window since knowledge is indeed a capital.
Managers and HR need to work with strategy 3 proactively to maintain the digital mindset and momentum. By offering a roadmap and training program in workplace innovation we help organization maintain digital momentum and grow innovation capacity and culture.
Curious to learn more about the program? Email katinka@innocoledelse.no
