Open Innovation: Strategic collaboration for digital transformation

Open Innovation: Strategic collaboration for digital transformation

Open Innovation: Strategic Collaboration for Digital Transformation. The fifth part of Transforming Organizational Culture for Digital Transformation Success explores the importance of open innovation to support digital transformation (DT, DX, Digital Transformation). Learn strategies for evolving R&D and expanding your global business through partnerships and collaboration.

Open innovation: the new power of DX

One methodology we hear a lot about in the DX space is open innovation. Open innovation, a concept first proposed by Professor Henry W. Chesbrough of the University of California, Berkeley, refers to the use of external resources to solve the technologies and ideas needed for corporate innovation.

This may make you wonder how it differs from outsourcing, but from an R&D perspective, open innovation is not simply outsourcing, but rather a way for a company to focus on its own capabilities in the areas it focuses on, while at the same time utilizing external technologies to reduce the burden of overall R&D and maximize its performance. In other words, it is a way to reduce the burden of development and increase the speed by actively utilizing the technologies of external partners in areas that are partially necessary or already mature in R&D projects.

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Open Innovation: Strategic collaboration for digital transformation

Scaling R&D and the evolution of open innovation

In the early 2000s, when open innovation emerged, it was focused exclusively on R&D. However, since the mid-2000s, the concept has expanded to cover all areas of the enterprise, including production and services. In the case of DX projects, with the continuous emergence of new technologies such as artificial intelligence, big data, and the cloud, there are limits to doing everything alone, and it is necessary to secure not only technical expertise but also to discover ideas for products and services.

Open innovation is becoming increasingly important not only in terms of securing technical expertise but also in terms of discovering ideas for products and services. Customers’ needs are becoming more and more diverse, and responses to them need to be fast, so companies are developing new products and launching services faster and faster, and the demand for open innovation is getting higher and higher.

Finally, there is the expanding opportunity to do business globally. In the case of domestic business, it was not difficult to build the entire value chain within one company because all areas were familiar. However, for a global business, it is difficult to do everything by yourself. In this case, it is important to choose an open innovation strategy with partners who can complement it.

How to practice open innovation: Partnerships and collaboration

Open innovation is sometimes understood as simply collaborating with external partners, but it can also refer to strong collaborations that are not just a memorandum of understanding (MOU), but have strong legal rights and obligations, such as mergers and acquisitions of companies with lesser capabilities. In partnerships, there are various categories of collaboration, such as technology, production, and sales, and it is possible to jointly develop technology licenses and supply some parts, or to produce OEM products and create co-branded products and sell them to each other.

In other words, there are various forms of alliances, including equity investment, strengthening the relationship between each company through the exchange of minority stakes, or establishing a new entity in the form of a joint venture (JV) and investing in each other, all of which can be called open innovation. And when establishing a JV, it can be a technology-based JV or a sales-oriented JV. This is also a form of open innovation.

What are some examples of open innovation success stories? One example of a business success is P&G’s open innovation program, Connect and Development (C&D). CEO Alan George Lafley, who led P&G until 2015, set a goal for the company to get 50% of its innovation from outside sources, and broke down the boundaries between the internal 7,500 R&D people and the external 1.5 million R&D people by giving them access to each other as if they were part of the internal R&D organization.

As a result, a wide variety of products were brought to market under the actual P&G brand, and some were quite successful. Tide (detergent), Pampers (disposable diapers), Oral-B (toothbrushes), Gillette (razors), Duracell (batteries), Crest (toothpaste), and Pringles (snacks) are all products that came out of this open innovation program. What’s more, in 2000, when P&G began implementing its C&D program, only 15% of its new products were created externally; by 2007, that number had grown to more than 50%.

As you can see, open innovation is being recognized as a solution to the problem of sustained growth for established companies. This is especially true in Silicon Valley in the United States. Big tech companies like Google and Amazon have their core business, but they are constantly making acquisitions and testing new business models to prepare for the future. An example of this is AlphaGo, which acquired DeepMind.

Even though Google has a high level of technology in artificial intelligence, the fact that it found a technology in an area that it did not have early on and acquired a company that had only been established for about four years by investing 700 billion won is very meaningful from an open innovation perspective. Of course, this is not to say that all companies in Korea should aim for the same type of operation as P&G and big tech companies. However, if you are setting DX as an important direction in the future and want to establish it as a sustainable innovation tool within your organization, it is something you should definitely think about.

Open innovation for global business expansion

While many organizations will leverage outsourcing when executing DX, it’s important to start with a clear idea of what you’re looking for in a partner and how you want to work with them. In the previous section, we focused on the extent to which DX should be outsourced. Once you have a clear idea of who you want to partner with for open innovation and how you want to leverage their capabilities, new solutions can emerge, such as equity investments in the partner company or joint ventures.

The DX journey is not a one-man show. Furthermore, unless the DNA of an existing company is IT, it will be at a significant disadvantage compared to an IT company, even if it has the capital. To compete with them, it is very important to collaborate with partners who have capabilities that I do not have.

Transforming organizational culture for digital transformation success

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Transforming organizational culture for digital transformation success. As the fourth process change in Digital Transformation: Changing Organizational Habits, this article explores how the success of digital transformation (DX, DT, Industry 4.0, digital transformation) is more than just a technological change; it’s also deeply connected to a change in organizational culture. This article explores the key elements of organizational culture to successfully drive digital transformation.

1. Take care of your employees’ user experience first

One of the most important factors to consider when driving digital transformation is the user experience of your employees. Change starts with the introduction of technology, but it’s the people who make it happen, so it’s critical to ensure that your employees are able to adapt to and effectively utilize the new digital environment.

1.1. The importance of employee experience

When adopting digital tools and systems, it’s not just about functionality and efficiency, it’s also about how your employees will experience them. You need user-friendly interfaces, intuitive workflows, and tool choices that fit your employees’ work styles. This will make it easier for them to adopt the new system faster and apply it effectively to their work.

1.2. Feedback and Improvement

Feedback from employees is crucial during digital transformation. You should regularly collect feedback from your employees on the challenges, improvements, and additional needs they have while using new tools and systems. This feedback will help you continuously improve your systems and enhance their experience. It will also make them feel like they are part of the change, which can increase their engagement and support for your digital transformation.

1.3. Training and support

When introducing new digital tools and systems, it’s important to provide adequate training and support. It’s important to help your employees understand the new technology and equip them with the skills to use it effectively in their work. You can do this by providing a variety of training methods and materials, including online training, workshops, user manuals, and one-on-one support.

1.4. Cultural adaptation

The adoption of digital tools isn’t just a technological change; it also affects organizational culture. Adopting new tools and systems changes the way employees work and communicate, so it’s important to ensure that your organizational culture can embrace and adapt to these changes. This can be done through an organizational culture that promotes open communication, fosters collaboration, and encourages an experimental mindset.

Transforming organizational culture for digital transformation success
Transforming organizational culture for digital transformation success

2. DX organization performance and the role of the CEO

The success of digital transformation (DX) relies heavily on the active support and attention of the C-suite, including the chief executive officer (CEO). Their leadership sets the direction for digital change across the organization and motivates them to make it a success.

2.1. The importance of leadership

  • Setting the vision: The CEO must set the direction and goals for digital transformation and clearly communicate them to the entire organization. This vision should include not only technological changes, but also changes in organizational culture and ways of working.
  • Motivate people: Executive support motivates everyone in the organization to embrace change and actively participate. This creates an environment where new technologies and processes can be successfully introduced and utilized as part of digital transformation.

2.2. Create a vision and goals

  • Align with organizational strategy: CEOs should make digital transformation a key element of their organizational strategy, which should go beyond short-term gains and aim for long-term growth and innovation.
  • Ongoing communication: Ongoing communication about digital transformation ensures clear understanding and transparency within the organization. This reduces employee anxiety about change and fosters engagement.

3. Report less and focus on the essentials

As you drive digital transformation, it’s important to reduce unnecessary reporting and meetings and focus on essential work.

3.1. Increase efficiency

  • Simplify reporting: By streamlining the reporting process, employees can focus on more important tasks. This contributes to increased productivity across the organization.
  • Accelerate decision-making: Streamlining reporting helps speed up the decision-making process, enabling an agile organization.

3.2. Focus on the essentials

  • Focus on what matters: Allow employees to spend more time and energy on what matters, which is critical to creating real value during digital transformation.
  • Foster creative solutions: Freeing employees from unnecessary administrative tasks gives them room to explore creative solutions and try out new ideas.

4. Drive innovation across the board, from office locations

Successful digital transformation is more than just a technological change; it involves a transformation of the workplace and organizational culture.

4.1. Changes in the physical environment

  • Innovative workspaces: Modern, flexible workspaces foster a creative and collaborative atmosphere. Open office structures, multi-purpose meeting spaces, and areas for relaxation and socializing help employees feel free to share and experiment with new ideas.
  • Integrate technology and space: Adopt smart office solutions that utilize the latest technology to seamlessly integrate your physical and digital environments. This increases work efficiency and improves the employee experience.

4.2 Organizational culture transformation

  • Horizontal communication: Encourage open and horizontal communication. This promotes the free flow of information and enhances collaboration among employees.
  • Experimental mindset: An organizational culture that encourages new ideas and experimentation is key to digital transformation. Adopt an attitude of not being afraid to fail and pursue continuous learning and innovation.

5. Embrace always-on DX and open innovation

Digital transformation is an ongoing process, not a one-time project. The adoption of open innovation enriches this process.

5.1. Continuous change and improvement

  • Continuous digital transformation: Digital transformation should be an ongoing process. Continuously improve and innovate your organization’s strategies and processes to keep pace with changes in technology and the marketplace.
  • Learn and adapt: Organizations must continually learn about new digital trends and technologies, and adapt by applying them to their work. This keeps them competitive and enables sustainable growth.

5.2. Open Innovation

  • External collaborations and partnerships: We work with companies, startups, and research organizations across industries and disciplines to explore new ideas and solutions. This brings new perspectives and innovation opportunities to the organization.
  • Co-creation: Adopt a co-creation approach to developing products and services together with customers, partners, and employees. This brings in diverse perspectives and enables user-centered innovation.

This digital transformation requires a transformation of the traditional office environment and organizational culture, as well as the adoption of continuous digital transformation and open innovation. These changes help organizations become more agile and innovative in the digital age.