innovator scorecard assessment survey

Innovation Test with the Innovator Scorecard Assessment

You can take an innovation test to self-assess your own leadership for innovation with the Innovator Scorecard. The assessment is about 20 questions in length and takes about 3 minutes to complete. This resource is currently free and you can click here to try it. Our favorite part of this innovation test is you receive a very visual 40 page pdf with your results in addition to tips for changing innovation behavior across eight dimensions. These dimensions are strategy, systems, talent, skills, support, and feedback.

Innovator Scorecard Innovation Test

Below are the innovation behaviors you can improve on to help your organization. The assessment will let you know how you rate and provide suggestions and videos to help with these actions or behaviors. This innovation test is a helpful self-assessment resource and first step for those who want to foster a culture of innovation in their company or lead innovation teams.

A. Strategy

How well do you align your business on innovation priorities?


1. Get your senior team aligned on the big challenges putting your business at

risk so that teams are clear where to focus

2. Remind your team about the real problems customers are

paying you to solve so that everyone knows where the real value comes

from

3. Invest in a spread of potential solutions, rather than putting your eggs

in one basket, so you have more opportunities to find new solutions that

really deliver


B. Systems

How successfully do you make resources available?


1. Create pathways for distributed teams to discover challenges and submit

their ideas wherever they are (this could be as simple as a form or as fancy

as an open innovation platform)

2. Be clear about the steps you want teams to move through to develop and

test new ideas – make templates, resources and guidance easy to access

3. Help people make tiny bets on big ideas – think about how you could make

it easy for teams to try new things at a small (and inexpensive scale) without

needing arduous approvals


C. Talent

How intentional are you about assembling the right teams?


1. Get your team to take a cognitive diversity assessment so you can

identify which problem solving styles are in abundance, and which ones

you’re missing

2. Get familiar with the 4 common symptoms of poor cognitive diversity (later

in this report) so you can quickly identify what’s holding your team back

3. Outsource your weaknesses! You don’t need to be great at everything, but

you do need a balance of problem finding, idea generation, evaluation and

implementation. Pick a partner that can help your team be more rounded


D. Skills

How good are you at embedding problem solving skills?


1. Pick a problem solving method that suits the kind of challenges your team

are tackling – then teach them how to use it (Design Thinking is a great start

for people-centered challenges)

2. Create opportunities for them to practice problem solving skills and small

but meaningful challenges that affect them at a team level – improving

collaboration is a great start

3. Make sharing feedback a habit by asking teams to share what’s

working and what could change at the micro-scale (weekly) and

macro (project milestones)


E. Support

How good are you at nurturing a culture of action?


1. Ask for golden eggs (problems without solutions) so that your team are

comfortable talking about the real barriers, even when they’re not sure how

to advance

2. Go to the ‘Gemba’ (the scene of the crime) and ask people who touch the

problem daily to share their perspectives – make it known you expect

anyone with ideas to contribute

3. Get out of team’s way! Expecting teams to accommodate new projects in

their own time isn’t going to accelerate results. Be explicit about what they

can stop doing to free up capacity


F. Feedback

How well do you help your teams progress and adapt?

1. Be explicit about the topics you want your teams input on – without this

you’ll get irrelevant ideas and frustrated employees

2. Overcommunicate success and failure – let teams know how we’re doing,

and when things don’t work show people what happened so they know

which potholes to avoid in the future

3. Reward outcomes but be careful about incentives – empowering teams

to create change is a huge motivator, use ‘now that’ rewards rather than

‘if > then” incentives which have been shown to decrease engagement for

complex tasks

Innovation Test – Innovator Scorecard Assessment


Click here to access the innovator scorecard to see how you rate on the above innovation leadership behaviors. The pdf you receive with your results is well designed and a fun read as well. It’s very visual and links to video modules with tips. It can be good for self-awareness to see where you might rate the lowest and if there are any actions you can take that you weren’t aware of. This can be a lever to pull to accelerate innovation in yourself, your team, or your organization. Innovation tests and leadership assessments can help.

Reach out to us at [email protected] for help with fostering a culture of innovation and more innovative teams through innovation assessments and other approaches.

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