Why Radical Project
As radical innovation
projects are characterized by higher levels of uncertainties – technical,
market, and organizational, – patterns of their journey to the
marketplace are unlike those in incremental innovation projects.
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Improvisation-driven Radical Project
The improvisation-driven model is one approach to radical
innovation project management. It works well when the unknowns are high and
the players are seasoned.
This model doesn’t discard structure, just as
there is a clear structure to good jazz. Rather than having it overlaid from
the outside, though, the improvisational approach builds structure from the
inside as it is needed. That’s why it requires a critical mass of
experienced people to work.
The improvisational model is limited by three factors:
It’s not effective for very large projects
Passing on the learning from one initiative to another is
difficult, because much of the required
tacit knowledge is
woven tightly into the experience of those participating.
There is very little explicit knowledge available to
teach others how to do it because the process is highly tacit.3
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The flexible approach overlaps phases rather than functions.
The power in the flexible model is that the development process and tools
are explicitly designed to support this overlap. The requirements to make
the flexible approach work are:
a multidisciplinary core of highly experienced
the use of frequent prototyping and simulation
high level of
vendor and customer inclusion
Leading a Radical Innovation Project
Radical project management requires:
involves instilling the
confidence to think, behave and act with
entrepreneurship in the
interests of fully realizing the intended purpose of the organization
to the beneficial growth of all stakeholders involved.
Creative leaders have a clear
view of future needs and opportunities. They also understand
the current problems and needs of the organization and find ways to
include people in the vision.
Transformational leaders, by definition, seek to transform. When the
organization does not need transforming and people are happy as they
are, then such a leader will be frustrated. Like wartime leaders,
however, given the right situation they come into their own and can be
personally responsible for saving entire companies...