to think beyond the cubicle they’re packed into? No worries, just don’t give your staff an opportunity to try anything new. In no time at all, you won’t have to worry about recognizing people or giving them anything else to work on. Of course, you won’t have any staff either!

Commitment. Words are cheap, but actions speak louder than the most clickable YouTube videos. If you

Think about your office environment for a moment. Frantic meeting schedule and looming deadlines aside, how conducive is your workplace to stimulating playful imagination and creative brainstorming?

Innovative organizations have created environments which reinforce the following:

Freedom to Succeed and Fall Flat on Your Face. Remember Babe Ruth struck out three times more than he hit home runs, but it’s the home runs we remember him for, not to mention the great candy bar! Create a safe place for experimentation. Minimize the fear factor by being a savvy gatekeeper of who gets to experiment and on what. For example, you may not want the new kid on the block doing the actual clinical studies on humans. Perhaps you can start them off with stuffed frogs… anyway you get the gist.

Bigly Thinking. How “bigly” is your thinking? Are you reinventing the same old stuff, just coloring it differently? If so, how are you going to stay in business? Do you have a disdain for the status quo in your company? Ask better questions, not obvious ones. Obvious question: “What’s the next bell and whistle that we can add to our software?” Better question: “What do we think the customer really wants but doesn’t know they want it yet?”

Motivation. In our research over the past few years, we’ve found that the most important motivators for people working in the life sciences and high technology sectors are recognition and opportunity for growth. The fastest way to see more “bigly thinking” go away is to ignore it. Don’t want people to think beyond the cubicle they’re packed into? No worries, just don’t give your staff an opportunity to try anything new. In no time at all, you won’t have to worry about recognizing people or giving them anything else to work on. Of course, you won’t have any staff either!

Commitment. Words are cheap, but actions speak louder than the most clickable YouTube videos. If you

re than he hit home runs, but it’s the home runs we remember him for, not to mention the great candy bar! Create a safe place for experimentation. Minimize the fear factor by being a savvy gatekeeper of who gets to experiment and on what. For example, you may not want the new kid on the block doing the actual clinical studies on humans. Perhaps you can start them off with stuffed frogs… anyway you get the gist.

Bigly Thinking. How “bigly” is your thinking? Are you reinventing the same old stuff, just coloring it differently? If so, how are you going to stay in business? Do you have a disdain for the status quo in your company? Ask better questions, not obvious ones. Obvious question: “What’s the next bell and whistle that we can add to our software?” Better question: “What do we think the customer really wants but doesn’t know they want it yet?”

Motivation. In our research over the past few years, we’ve found that the most important motivators for people working in the life sciences and high technology sectors are recognition and opportunity for growth. The fastest way to see more “bigly thinking” go away is to ignore it. Don’t want people to think beyond the cubicle they’re packed into? No worries, just don’t give your staff an opportunity to try anything new. In no time at all, you won’t have to worry about recognizing people or giving them anything else to work on. Of course, you won’t have any staff either!

Commitment. Words are cheap, but actions speak louder than the most clickable YouTube videos. If you

et the gist.

Bigly Thinking. How “bigly” is your thinking? Are you reinventing the same old stuff, just coloring it differently? If so, how are you going to stay in business? Do you have a disdain for the status quo in your company? Ask better questions, not obvious ones. Obvious question: “What’s the next bell and whistle that we can add to our software?” Better question: “What do we think the customer really wants but doesn’t know they want it yet?”

Motivation. In our research over the past few years, we’ve found that the most important motivators for people working in the life sciences and high technology sectors are recognition and opportunity for growth. The fastest way to see more “bigly thinking” go away is to ignore it. Don’t want people to think beyond the cubicle they’re packed into? No worries, just don’t give your staff an opportunity to try anything new. In no time at all, you won’t have to worry about recognizing people or giving them anything else to work on. Of course, you won’t have any staff either!

Commitment. Words are cheap, but actions speak louder than the most clickable YouTube videos. If you

hat do we think the customer really wants but doesn’t know they want it yet?”

Motivation. In our research over the past few years, we’ve found that the most important motivators for people working in the life sciences and high technology sectors are recognition and opportunity for growth. The fastest way to see more “bigly thinking” go away is to ignore it. Don’t want people to think beyond the cubicle they’re packed into? No worries, just don’t give your staff an opportunity to try anything new. In no time at all, you won’t have to worry about recognizing people or giving them anything else to work on. Of course, you won’t have any staff either!

Commitment. Words are cheap, but actions speak louder than the most clickable YouTube videos. If you

to think beyond the cubicle they’re packed into? No worries, just don’t give your staff an opportunity to try anything new. In no time at all, you won’t have to worry about recognizing people or giving them anything else to work on. Of course, you won’t have any staff either!

Commitment. Words are cheap, but actions speak louder than the most clickable YouTube videos. If you are committed to people and their ideas, how do they know? Do you have the cutsie wall poster that says “I Believe in the Magic of Innovation” only to pull a stick out of the hat when someone comes to you with their idea? Keep your word and watch what happens.

Mutual Purpose. Shared Passion. People with purpose have passion. How well is your team linked to your organization’s purpose? More importantly, what about you? Do you have any doubt about your purpose – at work? What about life in general? If you don’t have a strong sense of purpose, there is little chance for passion. Passion gives flight to our dreams.

We’re huge fans of innovation and want you to be as well. Visit use online at www.zeroboundary.com to request a copy of our free Imagine. Invent. Innovate. Workbook as used at a recent ZeroBoundary Innovation Workshop. The workshop was recently delivered as the cornerstone of the University of California Irvine Biotechnology Leadership and Management Program. Labeled as "remarkably successful" by the University, the Orange County Register and the sponsoring companies of those in attendance.

The highlight of ZeroBoundary’s Innovation Workshop is a hands-on educational experience applying specific corporate processes and initiatives. Click here to review this video and article from Colin Stewart at the OC Register. He followed a handful of managers from various leading Sci