Most organizations pride themselves as being innovative. They have a comprehensive policy framework that supports innovation and creativity among their teams, often covering innovation approach, innovation process and rewards for innovative ideas. However, there are hurdles to attaining an innovative organization, and this is an employee-view to these hurdles.

Typically, organizations operate one of two innovation approaches: top-bottom approach or bottom-top approach. The latter is rare, some organizations simply combine the two approaches.

The top-bottom approach to innovation describes the flow of innovative ideas—from the leadership to the rest of the organization. In this approach, the leadership drives the innovations. As such, middle and lower-level employees and managers simply take instructions from the top, and focus on implementation. In organizations like this, you hear lines like “you are not paid to think”. Your only expectation is execution and implementation.

In a bottom-top approach, on the other hand, creative juices are expected to flow from the lower and middle-level employees and managers, and they only go to the top for approvals. In such organizations, creativity is expected and as such a reward mechanism is designed to recognize innovative ideas. Leadership in these organizations recognize that they do not know everything, but are willing to provide guidance to keep innovation fresh and regular.

Working in any of the two organizations, or one that combines both approaches, represents different experiences. You are encouraged to let out your creativity in one and shut it down in the other, and knowing which organization you work for is a good place to start.

Two hurdles I have observed that affects most innovative organizations are these: Communication bias and Selection bias. There are multiple communication levels that easily drowns an innovative idea, and ideas get rejected too early in what I can call a selection bias. Dealing with these two hurdles, organizations can become better in their innovation strategy, and you as an employee can be better prepared to thrive.

I keep rooting for you. Cheers.