Sample Business Studies Paper on Discovery Skills; Innovation

Innovation

Covey states that “With people, little things are big things.” Innovation is inborn to some individuals. Other people acquire innovative knowledge through practicing and learning, and if their friends and family members support them, they can be excellent supervisors capable of running reputable companies and imparting massive success with their innovative skills. Innovators can become unique through reviewing priorities, assessing discovery skills, identification of compelling, creative challenges, practicing discovery skills, and getting a coach. I can also use the same discovery skills to become an innovator not only in my area of expertise but also in other unrelated areas.

Action Plan for Developing My Discovery Skills

The following guidelines can be used in the development of my discovery skills to become innovative:

  • Review of Priorities
  • Assessing My Discovery skills
  • Identification of an unusual innovative challenge
  • Practicing My Discovery Skills
  • Getting a Coach

Assigning priorities for tasks is essential before undertaking any work that must be completed on time. I ought to practice planning and implementing tasks basing on the available strategies to achieve the set goals. The challenges and strengths of delivery and discovery skills should also be considered after the assignment of priorities (Dyer, Gregersen, & Christensen, 2011). I should also consider working on the tasks that I find challenging. The challenge can either be an innovative or personal problem. After that, a plan for practicing the discovery skills will be essential to ensure that I embrace innovation.

Challenges can only be overcome by identifying them and applying the discovery skills to handle them. Questioning is an essential step in practicing innovation. The questioning skills should be improved as early as possible. Afterward, I can identify the outstanding skills that I have and put it into practice. A mentor or coach is critical because he or she plays a crucial role in motivation during the process of developing discovery skills.

Ethical Impact

            In many organizations, backbiting is an issue of concern. The secrets of one business enterprise can be revealed to another organization by employees. The effect is catastrophic because, often, competing organizations are a threat to one another and exposing either’s strengths or weakness leads to negative consequences. Backbiting usually occurs when employees are dissatisfied in their current organization. However, broadening emotional intelligence and following the ethical culture of the organization can help in resolving this behavior.

Ethical Framework

            Covey, S.R suggests three ways that can be used in the development of spiritual intelligence, which are integrity, voice, and meaning. Voice refers to using one’s unique talents to align work, integrity is being true to one’s highest values, conscience, and convictions and having a connection with the infinite, and meaning refers to having a sense of contribution to people and causes (Covey, 2004). Spiritual intelligence should be encouraged among workers to overcome the issue of backbiting. Furthermore, managers should be involved in the process. The internal threats in an organization can be overcome by ensuring that employees’ emotional intelligence is built up. As emphasized by Convey, spiritual knowledge can be developed by meaning, integrity, and alignment of our voices.

Development of Discovery Skills in the Next Generation

            Technology advances every day, and so does innovation.  Taking an example of Mark Zuckerberg who sat at the back in class and did not read a lot of books like many students., However, he is now the CEO of Facebook, which is the most famous social networking media. He attained this status using his innovative and discovery skills. Adults have an essential role in improving the discovery skills of children, and that is why they should be made aware of the responsibility they have in nurturing the next generation’s discovery skills.

Figure 1: Perception of self vs others

Source: American Innovation Association, copyright 2018

The diagram above represents the leading innovation of an individual with respect to others. The next generation must be encouraged by recommending the development of risk-taking skills. According to Sawhney, an organization can innovate by using different dimensions, which include platform, solutions, customers, the experience of customers, processes, value capture, organization, supply chain, presence, brand, and networking. Each company should follow policies and strategies to innovate.

My Dyer-Discovery and Delivery Skills

My Dyer-Discovery and Delivery Skills are shown in the table below. The delivery skills are 39 while discovery skills are 38. I have almost the same delivery and discovery skills.

 

Entry Question Disagree Strongly

(1)

Somehow Disagree.

(2)

Neither Agree or Disagree

(3)

Somehow Agree

(4)

Strongly Agree

(5)

1 Often, my perspectives and ideas are radically different from others   2      
2 I always take care to prevent the occurrence of mistakes while undertaking tasks.         5
3 Regularly, I usually challenge the status quo by asking questions.       4  
4  At work, I am well organized all the times       4  
5.  I get new ideas by observing people’s way of interaction with either products or services.         5
6 When undertaking an assignment, I always ensure that everything is finished rightfully.       4  
7  Regularly, I discover alternatives to complex challenges by observing solutions developed in other disciplines.       4  
8 I consider to  think carefully through all issues before acting in projects or new ventures   3      
9 Experimentation is my way of undertaking tasks 2        
10 I work hard to complete a task irrespective of how challenging it may be. 2        
11 I often engage with diverse sets of individuals. For instance, from different enterprises, industries, geographical settings to discover new ideas.       4  
12 I often succeed by diving complex tasks into micro plans. Dividing plans or goals into micro-tasks is my way of excelling.       4  
13 . I set time to attend conferences in my field of expertise and other areas to meet with individuals and gain knowledge of the issues affecting them.         5
14 I always ensure that nothing is overlooking by paying keen attention to details at my place of work.         5
15 I am active in identifying new trends by interacting with different books, blogs, newspapers, etc.   2      
16 I always take accountability for any results realized.         5
17 Regularly, I ask “what if” questions to expand new possibilities and provoke exploration.       2  
18  I always finish what I have started by following my commitments       4  
19 Frequently, I keenly observe customers ‘activities to get new ideas.       4  
20 Often, I get all my work done by creating detailed work plans         5

 

 

Conclusion

            Dyer and Christensen state that leaders who are innovative understand that innovation is not automatic but requires a commitment in terms of time. For people to innovate, they have to set aside enough time apart from possessing the five discovery skills. The common commitments of people include observing things and challenging hard tasks by risk-taking. The skills can be developed through embracing the questioning strategy to realize innovation in one’s way of life.

 

References

Covey, S. R. (2004). The eighth habit: From effectiveness to greatness. New York: Simon &                     Schuster.

Dyer, J., Gregersen, H. B., & Christensen, C. M. (2011). The innovator’s DNA: Mastering the             five skills of disruptive innovators.

Sawhney, M. (January 01, 2006). The 12 different ways for companies to innovate. Mit Sloan                    Management Review, 47, 3, 75-81.