Innovation competence

Innovation competence describes all skills that companies or parts of companies need in order to be able to produce innovations .

Comprehensive innovation competence is therefore one of the basic requirements for successful innovation management , which, based on innovation competence, primarily provides process models and specific procedures to enable specific innovations.

The development of sufficient innovation competence is now seen as a central competitive factor for Germany as a location.

Development of innovation competence

The development of innovation competence is one of the subject areas of the development of companies and organizations.

As a central management task, it affects all company levels across the board, in particular

• the level of the company in connection with the targeted development of a sustainable innovation culture and the strategic selection of innovation projects,
• the level of the organization with regard to the design of a continuous process for strategic and operational innovation management,
• the level of leadership development in terms of their formative influence on the innovation culture and willingness to change in the company as well
• the level of individual competence in the application of relevant methods such as project management and creativity techniques for the efficient operational implementation of innovation projects.

In addition to creating suitable framework conditions, such as an appropriate organizational culture , this also includes areas of developing personal skills, among other things

• Competencies in the field of strategic alignment and planning of innovations,
• Skills in promoting creativity as well
• interpersonal skills, especially in the area of leadership skills and change management

The development of innovation competence is not understood as a unidirectional process, but can be described as embedded in a 4-phase competence management cycle:

1. Identification of the development status in the company and the company environment as well as subsequent determination of existing skills gaps and future skills needs
2. Development of necessary areas of competence by changing the organization and further development of employees
3. Use of the newly acquired competencies or the new organizational state in the context of one or individual innovation projects
4. Sustainable transfer of the knowledge and experience gained in these innovation projects into the overall organization and thereby further development of the organizational culture

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1. ↑ Dr. Michael Wannke, Manfred Storm, Prof. Ursula Liebsch: Innovation competence in companies . Springer Gabler, Wiesbaden 2012, ISBN 978-3-8349-3317-1 (see page 121.).
2. ↑ Archive link ( Memento of the original from December 29, 2015 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.