One of the key points he made was that the competencies required to be innovative are not always easy to identify… and aren’t always valued within organizations. For instance, how many of us really value people who question the status quo relentlessly? Without those people, however, many innovative ideas would never materialize.  

The HR function can be a steward of creativity by making sure that their organization remains open to new ideas. As Kevin put it, “An impediment to innovation is adherence to dogma. In fact, innovative people are wired exactly the opposite way. They frequently have a core deep-seated aversion to the status quo. While this behavioral characteristic may not always be constructive or appropriate, it is exactly the “disruptive” characteristic that can help foster innovation.”

Kevin shared additional ideas on driving strategic and transformational thinking to facilitate the development of innovation in organizations of all sizes. He also shared ways that HR practices are critical in order to ensure that the right people are in the right places. To get a copy of the presentation, contact Kevin Pallardy at kpallardy@bpigroupus.com.

BPI group and Grant Alexander had a very successful presence at the Missouri SHRM Conference held at the Lake of the Ozarks August 4 – 6.  The conference had its largest attendance ever, over 500 participants.

Healthcare, however, has held steady and in some sectors of the healthcare field growth actually outpaces job creation in many other industries at the moment.

According to the latest data compiled by the Bureau of Labor statistics, 10 of the 20 fastest growing occupations are healthcare-related. In addition:

• Healthcare is forecasted to generate 3.2 million new jobs between 2008 and 2018, more than any other industry, largely in response to rapid growth in the elderly population
• Most workers in healthcare have jobs that require less than 4 years of college education
• Although hospitals constitute only 1 percent of all healthcare establishments, they employ 35 percent of all workers which translates to pretty intense competition for talent

The anticipated response to governmental healthcare reform also means that the industry’s appetite for talent is going to continue to grow while some roles will evolve and require new skill sets.

Learn more about BPI group’s healthcare sector here.

With a reported membership of 400 million ACTIVE users, defined by Facebook as “users who returned to the site in the last 30 days,” Facebook is the undisputed king of social networking sites. But for many job seekers, Facebook remains their “social” site and LinkedIn is their “professional” site. While this is understandable, job seekers may be making a mistake by NOT taking advantage of the amazing scope and reach of Facebook as a job search resource.

So – how can Facebook be used in a job search?

Let’s answer that question by starting with another question – what is the single most effective way to find a new job? The answer – networking. Lots of numbers tossed around – 80% or 70% of jobs are found through networking. Regardless of the exact number, it’s a lot. A lot more than answer job postings, that much is certain.

So what is the most heavily used networking site on the Internet? Answer: Facebook.

From our perspective, 2 + 2 = 4. And, in the context of a job search, that means if networking is the most likely path to a new job, and Facebook in the #1 social networking resource ever, Facebook should figure into your job search planning.

1. Get your Facebook account “ready for prime time.”

There are two elements to every Facebook account – what and who. What information and activity will I display on Facebook? Who will I let see the what? One objection I hear when I talk about using Facebook as a job search tool is, “I use this for my family and friends.” Another – “I don’t want people seeing all that “stuff” about me on Facebook.” Well – who do you think controls the what or the stuff that gets on Facebook? You do.

The What – content and postings.

Let’s start by saying that we are not advocating that you avoid posting fun vacation pictures or family event photos on Facebook. It is SOCIAL networking, so please be social. That’s the idea, right? So, if you choose to post that nutty picture of yourself shooting tequila at a bar in Panama City with those nice Norwegian sailors – by all means post the photo. But if you choose to post that content, make sure you tighten your privacy settings so only the people you really want seeing that photo can see that photo.

For those in job search mode, however, some different thinking is usually advisable – that way you don’t have to worry as much about embarrassing or even damaging content derailing your search. In general, post only things you are comfortable with 400 million people seeing and reading. That usually means the funny vacation pics don’t get posted for “everyone” to see.

Your profile and personal information are also potential sources for embarrassment. Letting people see your marital status or that you are interested in relationships is not smart for job seekers. So – either delete that information, or make sure your privacy settings protect it. The education and work history ought to track your resume, AND we recommend using very similar language from or for your LinkedIn profile. You are promoting a professional brand, so use this chance at Facebook to do so.

The Who – privacy settings.

Facebook has come under a lot of criticism lately for its new privacy setting controls. Facebook has a built-in bias for disclosure. That’s not good or bad, but it is very important to understand. The privacy settings are complicated. It’s possible there will be MORE changes soon – so stay tuned. That said, you need to work your way through the settings. A great resource to check these is ReclaimPrivacy.org. It allows you to scan your Facebook privacy settings, and make changes based upon your personal preferences for privacy.

2. Friends – lists.

This author has a small but growing network of contacts at Facebook, and they are carefully organized into four lists – business network, social friends, high school friends and interests. You can organize your friends into as many lists as you wish, but I think it’s very important to do so. In general, I recommend two broad types of lists – a list for business contacts (and friends CAN be on more than one list), and your social network, and I even have that group organized into three groups based upon the contact and communications I want with them.

Once you’ve organized your friends, you’re ready to get going.

3. Activity – posts, updates and links.

As you post things or share links, think about WHO you want to see the information. If you find a link (maybe to this post!) you think your social network might find interesting, target the post accordingly. When you type in the update box, a menu will open below the space, and you’ll see a little padlock on the right side. This is the security setting for this specific update. You can see that in the screen capture to the right.

By using this setting, you can target specific posts, updates, links or even questions to your network based upon your objective and target for the information.

4. Search and Pages.

Facebook has a very good search feature that can be used to find people – both in and out your network – who work at target companies. You van use the advanced search to narrow your results.

When you do a search for a company, you may get a company page. This is a great thing to find. A HUGE number of companies – especially those in retail and consumer products verticals, maintain fan pages at Facebook. Explore these pages! If it’s a company you are really targeting, read the “INFO,” see if there are discussions, etc. And then participate. When you DO connect with a person at the company, it’s nice to tell them something you learned about the company from Facebook.

Conclusion

There are 400 million active Facebook users. Do you think one or two of them might be able to help you? We do. This is NOT a comprehensive guide to using Facebook in your job search, but we hope it will help get you started.

Avoid Resume and Profile Cliches

I am a highly motivated, dynamic self-starter, results-oriented, hard-working, dedicated, team-player with excellent multi-tasking and communications skills. I have 20+ years experience in fast-paced environments.

And I never met a cliché I didn’t like.

It doesn’t matter whether you are writing a profile at Linked In, Facebook or a resume. Worn-out phrases and clichés do not effectively communicate your value or your unique qualities. They do effectively prove that you are not original and cannot communicate extremely important concepts in memorable or meaningful ways.
We see two broad types of clichés. There are the worn-out phrases that are supposed to describe skills, and there are the very boring terms that express characteristics. Neither type of cliché helps promote your unique brand in the market – either job or professional. So why do we use clichés? I think they are crutches we use as substitutes for the hard thinking and difficult work involved with developing and communicating our brand.

What is easier? Saying that I have “excellent communication skills”? Or explaining exactly what that means. For instance, do my communications skills persuade? Inform? Motivate? Close deals? Educate? And if my communication skills do one or more of these important things, what type of results have I delivered?

So a more effective statement describing “excellent communication skills” might be:

I use verbal communication skills to persuade and influence colleagues and clients to take affirmative actions towards the resolution of strategic problems such as the development of marketing plans and sales team reorganizations.

This language sounds better and communicates more than, “I have excellent communication skills.”

Every cliché is some sort of shorthand. The trick to writing without relying upon clichés is to dig beyond the shorthand and identify the core of the message or concept. Then explain the core of the concept or idea in terms and language that fits you, your style and promotes your brand. The example I use for communication skills is just one possible way to effectively communicate a core concept about high-end communication skills.

So, as soon as you see yourself falling into cliché ridden writing – stop. Ask yourself, “What is at the core of this idea?” Then offer a more detailed statement around the core competency you are explaining and make sure you add a statement that helps the reader see you delivering value and results.

Here’s a quick list of some of my “favorite” clichés and a quick reference of some helpful questions to facilitate some more in-depth thinking around these “gems” of resume and profile drafting.

“Team Player”
Do you enjoy team oriented relationships?
Do you get a sense of satisfaction from sharing ideas?
Is serving in a well-defined role important to you?

“Self Starter”
Do you take initiative in ambiguous situations?
Are you willing to manage yourself?
Do you thrive in open-ended assignments with little to no direct supervision?

“Hands-On Leader”
Is this a description of your management/leadership style?
Do you lead by example?
Are you able to demonstrate and show team members or direct reports what is expected of them?

“Strategic Thinking”
Are you at your best when working on projects that require pulling together ideas and concepts from multiple sources?
Are you good at seeing and making connections between and among things that appear to others to not be related or connected?
Do enterprise-wide projects hold your interest and attention better than narrowly focused projects and assignments?

“Energetic”
Is this a description of your work style?
Are you most engaged when you have multiple projects to complete?
Do you thrive on lots of interpersonal contact and projects?

“Multi-Tasking Skills”
Do you meet deadlines?
Can you take several projects or assignments from start to completion simultaneously?
Can you lead some projects while contributing to other projects in different roles at the same time?

These are just a start. How many clichés can you add? Can you offer some advice on how to get to the core of the concept or idea contained within the cliché?

So – in closing:
I am an effective and enthusiastic writer using communication skills to drive results, in a hard-working and dependable manner. My 20+ years experience helps me multi-task so I can think out-of-the-box about being a terrific people person.

Or:
I am motivated to encourage my readers and clients to find creative and fun ways to express themselves in resume and profile writing. In general, my clients and readers discover that following some simple, but effective, tips and suggestions increases the readability and effectiveness of their resumes, and they usually see an increase in traffic across their social media profiles.

Post sponsored by, Cliché’ B-Gone! Your resume and profile development experts at BPI group.
Chris Osborn – a recovering “people person”!

In my last post, I proposed a new definition of the term “resume.”
Resume – a description of an individual’s career that defines that person’s personal and professional brand, qualifications, skills and accomplishments. It should be accessible on demand and in real time by an interested party, such as networking contacts, prospective employers or prospective clients.

 
If we accept that the current job and career management market requires a new way of thinking about how a set of qualifications are presented, it makes sense to talk about how to started with marketing qualifications in the current and emerging market. So – how do we get started with a new “resume”?
Getting started means developing a profile, and for the purposes of this conversation, I’d like to focus on developing an effective Linked In profile. According to Linked In, there are more than 55 million accounts in that social media community. So building a profile that’s visible and effective can be a very important tool, and it doesn’t matter if you’re looking for that next great career opportunity or you’re simply looking to build an effective professional network. Building a Linked In profile is – at least in my opinion – as close to a requirement for most of us as you can get in today’s marketplace of ideas and opportunities.
Here are three tips on getting an effective profile started:

1. Build your brand. What is it you are selling to the market? Visitors to your profile should not be forced to guess what you do, what you do best and what you want to do next.

2. Tell your story. Your profile should not be a simple restatement of your resume. Why bother if that’s all you’re going to do? Let visitors “see” what motivates you, what you’re passionate about, and a bit of your personality. You can do this by writing a profile that reads conversationally.
3. Focus on key words. Think carefully about what search you would enter at Linked In or Google to find yourself. What are those crucial key words that get to the very heart of who you are and what you do best? Then, build your profile around those terms. Use three or four in your headline. So instead of, “Operations Professional,” you are, “Director of Operations | Motivational Leader | Efficiency Expert.” Make your headline sing out the core key words tied to your brand.

Obviously, there’s a lot more to writing a great profile, but if you try these tips, you ought to see an increase in the traffic across your own profile as more and more people find you.
Good Luck!

Word Cloud made at www.wordle.net

Let’s start with numbers. According to Linked In and Facebook respectively, there are 55 million & 350 million members at those two social networking sites. We are seeing more and more recruiters and hiring managers go to social media sites to view profiles before even ASKING for a “resume.” In this new job market reality, maybe it’s time for us to rethink how we define the term “resume.”

Resume is traditionally and widely defined as a “written document” that serves as a “brief account” including “career qualifications” usually transmitted as part of a job application. This definition is clearly rooted in a view of the business world that might not be as accurate today as it was even a few short years ago. Traditional resumes are – indeed – written documents we’ve handed out to people either in face-to-face meetings or by e-mail. Just a few years ago, job boards, like Monster and Career Builder permitted us to post a resume for prospective employers to find and download. That move to on-line accessibility represented a huge step away from paper only resumes. But we haven’t moved our definition of resume much beyond a definition bound by the limitations of distributing one resume at a time to one person at a time.

Social media changes everything. Really – everything in the current job search world. So – let’s try this as a definition of a resume for 2010:

Resume – a description of an individual’s career that defines that person’s personal and professional brand, qualifications, skills and accomplishments. It should be accessible on demand and in real time by an interested party, such as networking contacts, prospective employers or prospective clients.

What we need to do is recognize an important marketing principle related to career transition. It’s about going where your target audience is. The key audience for job seekers is on-line at places like Linked In and Facebook. Remember those numbers – 55 million (Linked In) and 350 million (Facebook)? Not every one of those people will be helpful recruiters, hiring managers or contacts at targeted organizations. But, you can bet your bottom dollar that more helpful recruiters, potential employers and great networking leads are there and reachable than you can reach with a traditional, one-at-a-time approach to resume circulation.

Are resumes – the traditional ones – dead? No. We will need to develop and maintain a well-written old-fashioned resume for the foreseeable future. But you also need a well-written new version of resumes – social media profiles – in the emerging and future market place. I am not advocating a technology is the only answer approach here. What I’m saying is that it’s critical to recognize that successful searches today require an effective, well-written, web-based presence. For some of us, that might mean our own web-pages, a blog and multiple social media profiles such as Linked In, Facebook and Twitter. For others, Linked In alone might be effective.

But none of us can afford to be absent from social media any longer.

Chris Osborn, BPI group

Let’s hope the encouraging news about the economy from the past few weeks is a true harbinger of things to come. The job market looks like it might be bouncing back a little bit, but millions of us will remain out of work well into 2010. Over the past year, we (BPI group) have literally worked with thousands of clients, many of whom landed new jobs, and we learned that a job search – whether short or protracted – can teach us all two extremely valuable life and career management lessons.

1. Build Your Network BEFORE You Need Your Network. That’s not a terribly original phrase, but it’s a great one. Networking is the secret to landing new opportunities. Of the thousands of successful searches, only a small handful involved job offers found outside connections, contacts, etc., networking.

The real lesson to be learned, however, isn’t that networking can help you land a job. It’s that a vibrant, active network is a critical career management resource. So, as the New Year unfolds, try to do the following:

• Contact each member your network and reconnect in some way. It can be as simple as a “Happy New Year” status update, but even better would be a personalized note to really key members of your network. Remember – it’s about relationships, so make sure you are in touch with friends and colleagues during this hectic holiday season.
• Make sure you are connecting at Linked In, Facebook and Twitter with everyone you meet at holiday receptions, parties, etc.
• As you make new contacts – keep the lines of communication open!

2. The second great lesson from the job search is the critical important of maintaining current market ready skills. Alan Greenspan was on Meet the Press Sunday December, 12th, and he expressed concern about those who have been out of work for a year or so. He said they are in danger of losing the skills needed to make a successful re-entry into the labor force. He’s right. In fact, we’ve seen quite a number of people who kept their skills at level needed for their past jobs, but not for their next jobs.

In 2010 and beyond, we strongly encourage everyone to stay on top of technology and communications developments. It’s also critical to stay on top of developments in your chosen field. So – if you are a graphic artist how well do you know Flash or Dreamweaver? If the answer is no – your skills are likely behind the times. So – what’s happening in your field? Are you ready for the latest and greatest in your profession?
Hopefully, 2010 will be a great year for you. Make it a truly transformational year for your career by building, expanding and maintaining your network and learning new skills.

The stories and advice can be grouped into a few broad categories, and in order of prominence in the advice and stories, here are tips from successful job seekers in this market.

1. Networking. It really is all about networking. Every single story we’ve heard reinforced this theme. One successful person said, “Talk to anyone and everyone since you don’t know where the discussion and networking might ultimately lead.” Here’s a direct quote from another success story. “Network – Tell everybody. Don’t be embarrassed to admit that you’re unemployed and looking for a new “opportunity.” (Notice, I didn’t say I was looking for a job.) I wasted 2-3 months early on hedging my bets about “who to tell.” Use “Linked in” and alumni resources to network. Have your “elevator speech” down cold. Be specific and don’t hedge about what’s important to you in your next job. Networking opened up doors that were otherwise closed and led me to explore opportunities that I would otherwise not have known about. Networking is NOT overrated!” Other successful job seekers found membership in networking groups helpful and another suggested using job fairs as a networking vehicle. The bottom line is that networking is the single best job search method. Nothing takes its place. But – there are tools to enhance your networking efforts.

2. Networking, Part 2 – Social Media – Linked In is the social media outlet of choice for most of our successful candidates. One person said, “Absolutely use Linked-In. This was one of the most useful tools for me during my job search.” Another told us, “Utilize all internet networking opportunities including Linked-In, Facebook, Plaxo and Twitter amongst others.” We continue to see people getting great value from a variety of social media sites, but for professional networking, nothing seems as good as Linked In. But we are seeing an explosion of effective networking at Facebook and Twitter, so make sure you take a hard look at every available networking tool, and make good use of the ones with which you feel the most comfortable.

3. Maintain a Positive Attitude. I love this quote from a recently landed client of the firm. “Most importantly, maintain a positive attitude. People don’t want to talk to or hire people who wine, vent, blame and dwell in self-pity.” It’s true. While you’re in transition, you need to remember that you are “on an audition” for how you might behave as an employee 100% of the time. Keeping a positive, upbeat attitude sends a powerful message that you will make a positive upbeat contribution to your next employer, too. But – the down days are going to come. One person told us, “There will be down days and periods … it happens so anticipate it will and be ready for it when it does happen.” Make sure you find things to do that help with these dark days. Volunteer, exercise, read, listen to music, or anything else that helps you cope with down days will work. I can’t really say it better than this client. “Stay Positive and Be Flexible – Rejection is hard. Sometimes you just want to give up, especially if you make it to round 2 or 3 and THEN get a “thanks but no thanks” response from a prospective employer. You can quickly fall into a desperate or “woe is me” funk that is definitely not the kind of attitude you want to display (even subtly) with any prospective employer. When I found myself getting down on me, I took a break. I walked. I read a book. I listened to my smooth jazz albums. I watched a DVD movie. I did anything to get my mind off being rejected by a prospective employer. And, I also reminded myself that my sense of self-worth is NOT defined by not currently having a job. I also reminded myself of all my previous successes–so I can’t be all THAT bad. I repeated this mantra: ‘Your day will come, your day will come, your day will come. ‘ That’s how I got through it.” And a final great reason for staying positive – especially about your former employer: “Resist the temptation to feel bitter toward your employer and the people who work there, they may have helpful leads and contacts.”

4. Set Your Priorities and Be Organized. “You do need to prioritize your activities and time so you don’t focus too much on low payback probabilities,” is a nearly perfect piece of advice in any endeavor, but it’s especially true in job search mode. It’s very, very easy to get pulled into activity that might feel good in the moment, but has little long term chances of yielding a good lead, contact or useful information – such as simply surfing the net. One client found that maintaining a structured day helped. “From day one, continue your personal schedule and routine (get up at the same time, shower, get dressed, etc.)” Another aspect of getting your priorities set is that you can take ownership of your search and have a sense of purpose or direction for your efforts. One successful client told us, “Creating a list of the top 10 criteria (prioritized) for a job situation early in the search helps a lot when situations arise and you could get swept away in the moment.” The same client also said, “You’re the one in control of the process — how fast or slow it move depends on you. Many people are more than willing to help but you need to set the pace and take the initiative.” When you stitch these tips together, you get some really helpful advice. It’s your search. You own it, and if you can establish a set of priorities to guide your efforts, you set yourself up for success, not failure. Another client offered a tip that really blended the positive attitude idea and focus into one very interesting statement. “Step back and take stock — what do you really enjoy doing, where have you had the most success, what area created a real sense of energy and excitement. Focus on opportunities that align with those areas.” I could not agree more. There is no reason NOT to take a good look at what you really want, and then seek that out in your next role. Here’s a great quote from a successful client that summarizes the whole point very well: “Narrow the focus of the search to the job/role where you will be the most attractive as a candidate. Build on your strengths.”

5. Stay Focused on Others. This sounds counter-intuitive, but it’s really great advice. Networking is the single best method to finding a new job, but you can dry up a network very quickly if all you are doing is asking for a job. You need to work on the relationship building part of the process, and that means paying close attention to the people you meet. For instance, one client said, “Help others more than you get helped — what goes around, comes around.” Another client said this, “Maintain regular contact with your network, send frequent status emails reminding them of your situation, however, don’t simply ask them to provide you with an opportunity, include humorous and/or informational content, also it’s not all about you, look for ways to help the people in your network as well.”

6. Persevere. Each of the successful clients who helped us with this great information looked for their current jobs for at least 4 months. It’s a long process in today’s market, but you simply cannot afford to give up. You really need to think in terms of a marathon and not a sprint. One client said simply, “Don’t’ give up!” Another way to look at the process is to remember, “It only takes one YES.” And, “Don’t take the no’s personally.” Other very specific tips included staying on top of job boards and company sites, keep close track of everyone you talk to during the search, and to stick to a routine – no matter the day-to-day results.

7. For Older Job Seekers – Make Age and Asset. Admittedly, this tip doesn’t apply to everyone currently looking for a job, but I loved the comment from our client. “Don’t hide the fact that you’ve got some experience. Be upfront. Don’t put everything in minute detail on your resume but don’t try to make yourself out to be 35 if you’re 55–or older. The workplace is changing. Experience is valued–assuming you’ve also got the personality and “fit” that goes with the specific work environment/job that you’re pursuing. Of course, it goes without saying you have to keep your skills current. I joined Yahoo Groups (Human Resources, Organization Development, Training, Job Search, among others) and did everything I could to read, search the Internet and, in general, keep myself up-to-date on what’s happening in my functional specialty. That’s important.” Amen. It’s one of the biggest challenges for older job seekers – proving they are in touch with current “best practices” and market trends. So maintain a willingness to learn new things, stay current and keep plugging away.

We have learned enough about leadership to know with a high degree of confidence how important leadership is to an organization’s vitality and success. We have learned what traits people value in their leaders, and we have some good leadership models for leading through change, leading by example, etc. But what we don’t have a lot of is an explanation of how leaders can drive true innovation and why leadership is so critical to successful innovation. There are some writers now contributing to a growing body of work in this area, but this research and work is all relatively new. So I’ll offer my take on the current state of research in the area, what I believe makes sense and a brief description of three excellent books I recommend on the subject.

I want to start by focusing on the word choice I am using here – “charismatic leadership.” I am not arguing or positing that “charismatic leadership” about a management team or structure. It’s not. It’s also not always about the CEO, COO or any other specific member of the top management team. While there are great examples of leaders in those roles who fit this emerging model for innovation leaders, leadership does not always rest in the management structure an organization provides.

We take our leaders where we find them, and frequently, innovative leaders are NOT the people our organizations tell us have “authority.” In fact, innovative leaders are frequently a little scary for traditional management types. Innovation is about driving new ideas and concepts forward, frequently with an evangelistic fervor and little hard evidence to support the notion the “it” will work. Traditional management methods require metrics, data and proof. So innovation frequently flies in the face of business school management teaching, and as such, results in innovative leaders being left out of the “ladder to success” in a traditional career advancement model. Traditional management, therefore, frequently doesn’t “get it,” and move innovation leaders to roles outside the formal management structure of their teams and organizations.
But – there are those organizations that do “get it.” And it’s in these organizations where passionate people find positive reinforcement, encouragement and a place to apply their passion to their ideas. So, here are the traits we most often find in truly charismatic leaders:

1. Generation of lots of ideas. One idea – even a great one – is not an indicator of creativity or innovation. It’s one idea. No more – no less. Innovative people have lots of ideas. Ideas are the currency of innovation, and we need to look for people who have numerous ideas.
2. Curiosity – where do you think ideas come from? Ideas generally are the product of stimulation from a wide range of sources, and to be exposed to lots of different things, innovative leaders are relentlessly curious. They read, the see film, they explore, they think, they exchange ideas, they seek out new things for the pure pleasure of the new experiences that result from these events, things or ideas. Too many traditional management types are unfailingly NOT curious. They do the same things over and over. They get their news from the same two sources, etc. Look for a different sort of leader. (A good interview question for this – “How many books are you currently reading?” Not that I am a model here, but I am usually digging through 5-6 books at a time – fiction, politics, economics, leadership, etc. During a corporate interview I had several years ago, I was asked about THE book I was reading. When I answered truthfully, I got a raised eyebrow or two. After hired, I was told my answer scared them a little. I should have walked out the door on the spot, but – hey – I was optimistic I could help shift the culture a little. WRONG!)
3. Collaborative – this trait is so critical, it is an absolute requirement in my opinion. Truly innovative people are constantly working with others. They share ideas. Refine ideas. Look for improvements. Look for obstacles, etc. And you cannot do this in isolation.
4. Able to see patterns and connections – this is one of those key traits or competencies that many current management methodologies seek to stamp out. There are patterns and connections all around us. Innovative people put things together in ways others of us don’t quickly see. Don’t discount any suggestion that some unusual things are – in fact – connected. Discounting these sorts of observations can lead to missing some terrific new markets, new products or new processes that can really help drive bottom line results. Too many organizations have structures in place to actually discourage people from sharing information across business units or divisions. Those organizations – and those at the very top of such organizations – lack the ability to see broad interconnections and patterns. So they build structures designed to keep people in silos. These companies are frequently successful for a time, because they push on the things they do best to the exclusion of new ideas. And they are rarely innovative over the long haul.
There are other crucial leadership traits, but these (and they are NOT exclusive in my view) seem to be common to the innovative leaders I’ve met and studied. I’d LOVE to hear your thoughts on the subject.

Now – here are three books you should read ASAP about these ideas:
A Whole New Mind – Daniel Pink. This is – hands down – my favorite business book ever. I’ve read it 4 times, and am now working on some ideas inspired by this amazing work. We ALL owe Mr. Pink a debt of gratitude for getting his ideas on paper and to all of us to enjoy and read.
Innovative Like Edison – Michael J. Gelb and Sarah Miller Caldicott. It’s really impossible to top Thomas Edison for innovation leadership. This is a must have read for those of us interested in this subject.
The Seeds of Innovation – Elaine Dundon. This another terrific read, and Dundon gives us some great information about how innovative organizations work. LOVE this work!