QUIZ:Testing Embed

Section 1: Talent. The first factor in the Innovation Equation is talent. All creativity starts with talent—people with creative ideas. Talent is composed of at least three critical, but not necessarily exclusive, elements: Diversity, engagement, and mindset.

On our team or in our company, people are diverse thinkers:

On our team or in our company, people feel safe to disagree:

On our team or in our company, people get rewarded for new ideas:

On our team or in our company, people know and openly express their key strengths

On our team or in our company, people know other team members' key strengths

On our team or in our company, people desire new knowledge and are lifelong learners

On our team or in our company, people embrace challenges and are not afraid to fail

On our team or in our company, people are open to and learn from constructive criticism

Section 2: Environment. The second element in the Innovation Equation is environment. All innovation starts with and idea generated by a person, but people don't generate anything unless they're working in a motivating environment. So if you want to cultivate innovation in your organization, start with a motivating environment.

On our team or in our company, people feel satisfied, safe, and secure at work

On our team or in our company, people earn a salary comparable to others in their field

On our team or in our company, people have a comfortable and supportive workspace

On our team or in our company, people feel welcomed to the team/company

On our team or in our company, people believe their opinion matters in discussion

On our team or in our company, people have status based on their talent and skill

On our team or in our company, people get to work toward improving themselves at work

On our team or in our company, people have a sense of purpose about their work

On our team or in our company, people feel like their team or company matters

Section 3: Process. The Innovation Development process consists of asking questions that elicit thinking, reflection, and discussion. Next, innovative leaders and coaches need a process or framework to help shepherd their teams through a cycle that can produce change.

On our team or in our company, people ask more questions than give answers

On our team or in our company, people are good at forming the issue or problem

On our team or in our company, people assess the real impact of making change or not

On our team or in our company, people evaluate accurately the size/extent of problems

On our team or in our company, people envision freely the best possible future

On our team or in our company, people consider the vision of others without judging

On our team or in our company, people take responsibility for doing their part toward the solution

On our team or in our company, people remain flexible to accept change as the idea evolves

On our team or in our company, people see failure as a learning opportunity, not just failure