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Renee Hopkins Callahan

Hi Joyce! I think this is a *great* idea. And a wonderful analogy. I've talked about an "apprenticeship" model for learning innovation before -- I got into a conversation on IdeaFlow last year with some folks about it -- you can see those posts here: http://ideaflow.corante.com/archives/apprentice_mind/

:) renee

Sally Boyd

This sounds like a good idea -- and a useful exercise, but I'm not sure how the application would work. I am currently working on a project for developing competency profiles for several positions within my company. A tool is being developed to manage these competencies (and gaps, etc).

If we identified the competencies needed for innovation, and added them to all profiles as a "functional skill" -- would we then take people identified with high levels of competencies in these skills and pull them into "special projects" to be innovative? Or if we developed those skills and left the people in place, do you think that (some) innovation would happen naturally?

If we assume the latter (that some innovation would happen naturally), would that then give us the tools to influence change in areas that could stifle innovation in an organization (motivation, reward, recognition, etc.)? And would that then further increase innovation in the organization?

Sorry to ask so many questions, but this has aroused my curiosity. ;-)

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