Empoderando la cultura de innovación en Shell, utilizando la meditación
Ejemplo: Guíenos a través de un ejemplo/s específico/s de cómo esta solución hace la diferencia; incluya sus actividades principales.
Mercado: ¿Quién mas está abordando el problema aquí descrito ? ¿Cómo difiere el proyecto propuesto de esos enfoques?
Historia fundacional
Mandar
I work in the GameChanger program at Shell.
Shell GameChanger invests in early stage, radical ideas in energy and provides coaching and incubation to make a proof of concept using fastest route to failure approach. Ideas can be submitted from internal Shell staff or external proponents and are screened based on a their disruptive potential. We provide a 'safe place' for ideas to start by providing access to capital rapidly and easily to anyone with a bright idea. It also provides the organizational space for staff to work on ideas that they have a passion for even in the midst of busyness and also provides guidance to de risk the radical concepts through low-cost experimentation, partnering and other strategies.
Shell aspires to be the most competitive and innovative energy company. I quickly realized that to achieve this vision will require staff to build capacity and take responsibility to enable an organizational culture that promotes creativity and innovation.
I quickly saw the opportunity to make a difference and approached by manager to sponsor a staff driven capacity building program called EMPOWER to build innovation capacity based on meditation practices that i teach via leadership programs of IAHV.
Like any intrapreneuer, I have humility, resilience, and an ability to co-create shared vision amongst peers. I was also quick to spot an opportunity and secure venture funding to create and demonstrate a sustainable program driven grassroots that solves a organizational challenge.
, TX, Houston, Harris County
, TX, Houston, Harris County
Netherlands, India, UK, Brazil, Singapore, Malaysia, Nigeria
Otro
La información que brindes aquí será usada para llenar las partes de tu perfil que hayan sido dejadas en blanco, como intereses, organización, y sitio web. Ninguna información de contacto será hecha pública. Por favor desmarca esta casilla si no deseas que esto suceda..
Crecimiento (tu iniciativa piloto ya se está aplicando y se empieza a expandir)
The 'innovation learning' program did not exist. It was designed based on meditation practices and hence was very novel for a very traditional technical organization like Shell and the industry in general.
In addition, the implementation plan was based on grassroots 'pull' approach.
The potential value was also very large (benefits transcending to adjacent areas like improved wellbeing, improved safety, productivity, relationships, staff retention and attraction, etc).
In less than a year, the introductory sessions were attended by over 500 staff. Testimonials from EMPOWER participants speaks to the power and efficacy of the program:
Gerard Penning, Exe. VP HR: “(Empower is) very relevant to empowering people to be the best they can be, helping (them) connect to (the) inner self for rest and inspiration".
Astrid Ravenhorst, Fuels Pricing Coordinator: “The workshop truly connected a very diverse group of people, sharpened their minds, and made them aware of their opportunities to contribute to innovation. Besides this I also think it will have a positive spin off on HSSE as people are more alert and self-aware”.
Jeroen Schiebaan, VP HR “What stood out for me in the Dubai session was the need and ability to self manage and thereby keep options open, identify blockers, enhance relationships and contribute to building an environment where we are open to different ideas. De-stressing and de-cluttering one’s brain can help”.
We have received a tremendous amount of interest from staff in Shell sites in Nigeria, Canada, Holland. We would like to reach out out to 10000 staff in the next few years.
We have also received interest from CISCO, Qualcomm, Oracle, Google to know more about the program and explore how it can be implented.
It is often documented that innovation gets blocked or dies due to lack of personal and interpersonal skills. By giving participants, these skills, we are building capacity in staff to play a role in the innovation process. These skills also equip the participants to be more effective, productive and safe. The program also builds leadership skills by developing emotional and social intelligence. The softer skills are often neglected but will play a dominant role in todays relationship economy to make individuals and organizations successful.
As explained the entire program is driven bottom up. Those who express interest, after attending Step 1 and 2 of the program are also trained on facilitating sessions.
We have built a partnership with the International Association for Human Values to provide these workshops when required at locations across the world. The funding for attending the program will be from each employee's training budget.
We have closely cooperated with the International Association for Human Values to develop and implement the program. As thought leaders in the human development space, this partnership is key to bringing the latest techniques in human development - key to building personal and interpersonal skills.
Within Shell, we are working in partnership with existing grassroots networks like Shell Women's network and Young network to help us spread the word and provide credibility.
Shell employee networks have been extremely supportive to spread the word and organize taster sessions to know about empower. The site management as well as leaders in HR have been very useful in providing coaching and guidance towards implementation especially keeping the initiative informal and bottom up to drive sustainable behavior change.
The push back received is very little since we are operating in bottom up mode, ensuring attendance is optional.