Adrianna Fast Fashion And Innovation Case Study

989 Words 4 Pages
members of the same team” (293). Mangers must share available information and strategy with their employees. This establishes transparency and trust between management and their employees. To further foster teamwork, there are more steps Adrianna and the top management must take. Adapted from DuBrin’s list of actions using a Leader’s own resources (281), Adrianna and the top management must first define the team’s mission. Although the top management was assigned the goal of developing a new innovation, the organization as a whole needs to be made aware of the company mission of creating a new disruptive innovation. Management needs to “emphasize pride in being outstanding”. Luxury Designs has been in a great business for forty years and their …show more content…
First, the steps in the creative process must be noted (346). A new, disruptive innovation will not be created overnight. The top management was made aware of the innovation problem and this is the first step in the creative process. Step two is immersion. Employees must be given time to immerse themselves by concentrating on the innovative problem. Employees then need more time for step three, which is the incubation step. This forces the subconscious mind to ponder over their ideas. Step four is insight and is the breakthrough moment when the creative problem materializes into a solution. The final step is the verification and application. The employees need time to generate their creativity on ways to bring innovation, even though the urgency factor was established. The company needs to be urgent, but they do not need to be haste. To develop innovation through teams, there are measures to be further taken. Work time must be given to teams for brainstorming. In the groups, groupthink, or the desire for absolute group harmony, needs to be abolished. If the teams are truly trusting of each other they will not be afraid of conflict. In addition, the pet-peeve technique is also useful, the groups list all of their complaints they might have about the group’s organizational unit from customers to coworkers, and the group …show more content…
Luckily, Adrianna recognizes that Luxury Designs is falling behind. Instead of adapting to the industry, Adrianna wants Luxury Designs to become a disruptive innovator. To become this disruptive innovator, Luxury Designs must establish a culture of innovation. To begin this process, everyone in the organization must be made aware of the goal and be allowed to take part in the transformation. Cross-function teams that bring together all types of employees must be established. The company must become establish an open-book management philosophy to build trust in the process and trust in management. The teams must be inspired with pride, made aware of the urgency, and become competitive. They need be allowed time to meet regularly for brainstorming. Trust must be established so that groupthink is eradicated and methods like the pet-peeve technique can be implemented. The organization must be motivated. Using goal theory, the bar must be specific and obtainable, but not too easily. Management must allow time for the steps in the creative process to fruition. In addition, they must find the employees who have the intrinsic motivation principle of creativity or hire people that do. Ultimately, Innovation is a key for company success, and a transformational leader recognizes this and establishes an environment for innovation to

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