Conservative and staid organisations generally have a harder time implementing creativity and innovation into their day-to-day work processes and people. Leaders may want to capture
benefits of creativity and innovation, yet there may be relevant and almost contradictory issues that they have to deal with, including:a)It may be that a conservative culture is desirable (may result in a greater fit with client base, for example).
b)Culture change is time consuming and needs constant monitoring and measurement.
c)Large-scale changes may not be desired.
However, it is possible for leaders to have best of both worlds. That is, it is possible to combine a conservative culture with a creative one and without large-scale change. Some methods include:
a)Creating teams outside core organisation whose job it is to manage creativity and innovation, identify problems, generate ideas, select best ones, and see them through development and innovation cycle.
b)Allowing culture of creative teams outside core organisation to gradually diffuse its way into core culture.
c)Creating direct links to decision makers. Whenever employees have good ideas, having them addressed by powerful people encourages further good idea generation.
