Cultural Resumes for Mergers and Acquisitions


February 22, 2016

We may want to assess our culture broadly to determine the presence of critical elements. Fostering a culture of innovation requires constant renewal. It is not a one-time event, but rather an ongoing process. As a result, we may want to conduct periodic culture audits specifically focused on innovation to see how we are doing. We might consider these questions to take the culture temperature of our organizations:

  • Is leadership clearly and continuously communicating the focus on innovation?
  • Is leadership walking the talk in modeling behaviors important to innovation?
  • Does management remove the organizational barriers that may hinder innovation?
  • Is innovation on the formal agenda for most regular meetings?
  • Are we specifically hiring creative individuals who fit our innovative culture?
  • Do we cultivate an environment where people are comfortable taking risks?
  • Do we provide training and development in creative thinking skills?
  • Do we reward and recognize innovation?
  • Does our performance appraisal specifically address innovation?
  • Do we cultivate an environment of playfulness and fun?
  • Do we provide workspaces that encourage innovative thinking?
  • Do we ourselves innovate? Do we consider ourselves and our organizations as innovative?
  • Do we build in autonomy and remove unnecessary control where possible?
  • Is HR priming the pump of innovation, or is HR hampering innovation?

And as a final “read,” we may want to ask ourselves these questions:

  • Am I doing my part to contribute to fostering a culture of innovation?
  • Am I an innovator?

Excerpted from Patricia M. Buhler, Destination Innovation: HR’s Role in Charting the Course (SHRM, 2015).


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