Sticky Note Post It Board Office
One major consequence of our increasingly digital society and economy is that the next great business idea really can come from anywhere. Companies are increasingly taking this lesson to heart and looking for ways to solicit ideas from their entire community of employees, not just those formally dedicated to the development of new business. Last week, Digiday’s Max Willens took note of this trend in the media, observing the innovative techniques publishers are using to generate product ideas, such as a “Shark Tank”-style competition Politico tried out last summer:
Politico joins other publishers that are turning to their own employees to develop new revenue ideas. Before it was acquired by Meredith last fall, Time Inc. ran a similar internal competition that attracted nearly 60 submissions from employees. The Globe and Mail in Toronto and New York Daily News have run their own accelerator programs for years. Those programs have resulted in The Globe and Mail’s Workplace Awards, a profitable award and events program, and an ad-viewability tool at the Daily News.
Finding new sources of revenue has become a top priority for publishers everywhere. But in these cases, the goal is also to instill entrepreneurial thinking in a mature industry.
This concept is being tried in many industries, not just publishing. In our recent and ongoing research at CEB, now Gartner, we’ve seen many organizations turning to their employees through these types of ideation programs—some of which are much more effective than others. As you might imagine, inviting entire workforces to generate ideas can result in a certain amount of idea or information overload. The more interesting solutions we’ve seen guide employees to focus on and share the most helpful kinds of ideas, creating a sort of self-filtering mechanism.
CEB's Clare Moncrieff (L) and Mazars CLO Tyra Malzy (Simon Meyer)
According to recent research from CEB (now Gartner), in order to create an inclusive climate for teams, organizations need to focus not only on climate quality (the average level of inclusion that employees feel) but also on climate strength (the variation between how different employees perceive the inclusivity of their team). In a session on building inclusive leaders at our ReimagineHR conference in London on Thursday, we heard from Tyra Malzy, Chief Learning Officer at Mazars, about her experience integrating inclusion into her company’s business practices and engaging its younger workforce in decision-making. Here are some of the strategies she shared:
Normalize Inclusion in Leadership
As Malzy explained, Mazars needed to reach out to its millennial employees and help senior leadership see the business value of including these employees in its decisions. To meet these goals, the company made several key choices.
- Start with saying “yes”: Mazars found that when leaders were concerned with the impact of change, they often responded in a risk-averse manner, usually resulting in saying “no” to ideas that deviated from the organization’s typical decision-making process. By making a habit of saying “yes” more often, this helped generate a more open environment for co-developing solutions.
- Crowdsource ideas from employees: An important component of making leadership more inclusive is empowering employees to lead from the ground up. Mazars created an app for individuals to share their ideas with others within the company, vote on those which they like the best, and then have the top five presented to senior leaders. Finally, the executive team picks which business ideas to implement. Mazars also surveyed employees to understand their thoughts on management preferences and organizational culture. They then used this information to create specific projects associated with the interests of the employees.
- Bring visibility to functions and individuals that are doing this well: By sharing examples of diverse groups that are outperforming other teams or functions, Mazars challenges teams with limited diversity to step up their diversity of thought and improve their outcomes.
Create a Culture of Inclusivity in Decision-Making