An Innovative solution for a difficult problem facing Small & Medium Enterprises in the VUCA world and the era of Talent Wars

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INNOVATIONCULTURE FOR
RETENTION DR. HESHAM DINANA

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V U C A

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Volatility, Uncertainty, Complexity & Ambiguity
Your Business Needs Leaders who are prepared for EVERY NOW & WHEN

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Best Places to Work
1.Airbnb
2.Bain & Company
3.Guidewire
4.Hubspot
5.Facebook
6.LinkedIn
7.Boston Consulting Group
8.Google
9.Nestle Purina PetCare
10.Zillow
https://www.glassdoor.com/Best-Places-to-Work-LST_KQ0,19.htm
https://youtu.be/KB2RVkTrvog
7out of 10

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2CULTURE & LEADERSHIP

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GOOD
CULTURE
BAD
CULTURE
WORST
CULTURE
COMPLACENT

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ZOMBIES INC.
THINKERS INC.

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3GENERATION NEXT

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“Maslow’s Hierarchy of Needs” with a twist- A new reality!

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“Maslow’s Hierarchy of Needs” with a twist- A new reality!

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40% believe they should be
promoted every two years,
regardless of performance.
They are fame-obsessed
three times as many middle
school girls want to grow up to be
a personal assistant to a famous
person as want to be a Senator
Each country’s millennials are
different, but because of
globalization, social media, the
exporting of Western culture and
the speed of change, millennials
worldwide are more similar to
one another than to older
generations within their nations.

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“IT IS A CRISIS OF UNMET EXPECTATIONS”
“This generation has the highest likelihood
of having unmet expectations with respect
to their careers and the lowest levels of
satisfaction with their careers at the stage
that they’re at,”
Sean Lyons, co-editor of Managing the New Workforce: International Perspectives on the Millennial Generation.

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6 Millennial Retention Strategies
1) Start a young professional employee group
1 in 4 Millennials are “asking for a chance” to show their leadership skills. (Deloitte Millennial Survey)
Young professional groups are also great environments to practice “REVERSE MENTORING" where rising
Millennial leaders can share their perspective, ideas, and knowledge with more seasoned employees.
2) Encourage intrapreneurship and internal innovation
78% of Millennials are strongly influenced by how innovative a company is when deciding if they want to work
there. (Deloitte Millennial Survey)
3) Communicate and track career progression & development
The #1 reason Millennials leave organizations is the lack of career opportunities. (Forbes)
4) Create unexpected, one-of-a-kind experiences
78% of Millennials would choose to spend money on a desirable experience or event over buying something
desirable. (Eventbrite)
5) Support work/life balance and flexible schedules
45% of Millennials will choose workplace flexibility over pay. (Millennial Branding)
6) Integrate family at work
On average Millennials use 3 channels to stay in touch with parents including email, video calls, texting, and social
networks. (NYMag)

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They’re earnest and
optimistic.
They embrace the
system.
They are pragmatic
idealists,
They are tinkerers more
than dreamers, life
hackers.
Their world is so flat
that they have no
leaders.

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CULTIVATING
A CULTURE OF
INNOVATION

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WHAT’S STABLE MATTERS A LOT IN VUCA TIMES

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THE CALM LAKE
You can always come back there…
The Culture: the company
culture (beliefs and behaviours)
 The Roots: the founding myth
 The Soul: the sense of purpose & ethics
(values) & archetype (fundamental behaviour)
Contents
 IDENTIFY WHAT’S STABLE TO FIRMLY ANCHOR YOUR COMPANY/BRAND,
NO MATTER HOW STORMY THE ENVIRONMENT MIGHT GET
 THE COMPANY DNA, ITS CULTURE, VALUES AND CAPABILITIES ARE
A “CALM LAKE”: A SAFE AND SOUND BASIS TO DESIGN STRATEGY
AND TO MAKE RIGHT CHOICES
CALM LAKE

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WHAT IS INNOVATION?
Innovation is
“new stuff that is made useful”.
Innovation is certainly NEW but it must also
be USEFUL.

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Innovation is NOT
invention, genius, a matter of chance
nor R&D only

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The focus of innovation can be tangible and immaterial:
products, brands, services, experiences, processes,
organisation, public institutions…

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THE HIDDEN ENEMY OF INNOVATION: SCEPTICISM
Yes, But

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Yes, and

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6 Ways to Create a
Culture of Innovation
S O R E N K AP L AN

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1. BE INTENTIONAL WITH YOUR INNOVATION INTENT
2. CREATE A STRUCTURE FOR UNSTRUCTURED TIME
3. STEP IN, THEN STEP BACK
4. MEASURE WHAT’S MEANINGFUL
5. GIVE "WORTHLESS" REWARDS
6. GET SYMBOLIC

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The greatest danger for most of us is
not that our aim is too high and we miss
it, but that it is too low and we reach it.
Michelangelo

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