Another important issue: when we talk about competences for Open Innovation we often mean so called “personal competences“, i.e. skills, experience and capacity to act embodied in an individual person. These competences may appear in terms of professional, methodological, social and individual skills necessary to perform a specific role in the innovation process.

But how do we evaluate such a thing as corporate competences? Colloquially we may say e.g.: “this company is very flexible in adjusting to dynamic trends” or “our organization is not ready to adopt new technologies”. Obviously we reckon a corporate competence as something like a multi-dimensional hybrid property that characterizes our organization in a certain way.

For the Open Innovation paradigm, we already elaborated some important dimensions and criteria of organizational competences that prove to be decisive levers towards efficient and effective innovation processes: (weiterlesen…)