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Measure what matters

Your organisation’s culture can be defined as the cumulative set of shared values, attitudes, mindsets and behaviours exhibited by a group of people, and is created over time by the experiences, systems, goals and habits of the organisation and the people in it. Culture is certainly NOT the list of core values the company develops every few years – it is better defined as “the way things are done around here.”

Building a culture of innovation is challenging and many organisations have failed to shift their culture as markets and competitors change around them. It is also clear that past success counts for very little when it comes to the future we’re facing. The onus now is on agility, nimbleness and the inherent capacity to respond to external and internal disruptions. 

Yet, you cannot just flip a switch and change your organisation’s culture. To help organisations like yours to evolve and develop a culture of innovation, TTC has turned to the theory of evolution for direction. Charles Darwin reputedly said: “It is not the strongest of the species that survives, but rather, that which is most adaptable to change.” 

Your organisation has a unique DNA defining how things are done and how adept you are at innovating. In evolutionary terms your DNA determines three things:

  1. Who you are: is influenced by – your purpose, the people you employ and your working environment. 

  2. How you work together: is influenced by the structures, decision rights and processes. 

  3. What you are capable of achieving: is influenced by your motivators, measurement and how you develop people. 

Remember there is no such thing as an “ideal” culture, and in fact, most employees have a sense of what needs to be done to improve their own business. 

Using this innovation measurement matrix will allow your organisation to measure and monitor progress as you journey on to build a culture of innovation. 

Seven essentials for building a culture of innovation