Innovative People

Wednesday, April 1 2015

Who do you want in your organization, the innovative or the conventional?

You probably want both, depending on the role you need them to play.

Innovators have strengths

Innovative people have strengths which can be leveraged to help an organization grow. These include imagination and creativity, adaptability, and enjoyment of change. They look for novel and original ways to solve problems and can find ways through or around obstacles. Innovators function well in a fast-moving environment. Clients love these traits!

Innovators are likely to solve problems quickly; even better, they foresee issues and correct them before problems occur. They see opportunities to make better deals with suppliers and they create new products that provide growth opportunities. It all helps the bottom line.

Innovators have downsides

These downsides need to be managed. Very innovative people have a tendency to be casual about rules and may resist following traditional methods. This is an issue when specific regulations must be adhered to or if not following procedure radically affects others within the organization. They will get frustrated if over managed or asked to work in a restrictive environment. A highly innovative person is not your best candidate for risk and regulatory control leader!

Leading innovative people can be a joy or it can be frustrating. It depends upon your own style. It is important for the success of the organization to ensure that innovative people are in the right role. Ensure that innovation is valued for its potentially powerful influence on organizational performance.

When considering a specific position within an organization, the question of innovation should be key. What level of innovation does the position require? What is the required balance between the innovative and convention? A personality assessment tool can tell you about an individual’s core tendency.

Use a normative assessment to assist with hiring or promotion – one that measures personality characteristics on individual scales and the end score measures a specific characteristic against patterns of normality (i.e. other people’s scores). Normative approaches to personality testing allow employers to compare an individual with other job-applicants, particular groups and/or populations.

Encourage your team members to tap into their strengths. Let people know that their innovative approach is valued. Take time to examine the end results and the success innovative people get, rather than shutting them down when they don’t comply with the stated processes. Sometimes it is better to change the process than stymie creativity.

Celebrate innovation. Listen and observe with an open mind. Ask how we can use this creativity to help the organization grow.

If you are interested in learning more about the use of Personality Assessments to improve hiring and performance management please visit our website.