Start by looking at the culture itself; the values, unconscious messages, and behaviours of leaders and employees.

Align with the way people actually relate to one another and to the organisation.

Innovation needs time to develop. No one ever feels like they have time to spare, not everyone feels like an innovator.

Encourage your employees to ask themselves—

  • What is the essential purpose of my role?
  • What is the outcome that I deliver that is of real value to my patients?
  • Is there a better way to deliver that value or purpose?

Making time to experiment with new technologies, ideas, or processes can create a breakthrough. Just enough structure and support is required to help people navigate uncertainty and tap into the creative process without stifling it.

Informal recognition is powerful, as it shapes organisational values. Informal acknowledgments encourage a collective spirit and promote the free flow of ideas.

Make it easy and rewarding for the people whose roles and actions influence the developing innovation culture.

Innovation is an increasingly important part of healthcare delivery. Demand is from both health delivery management and for staff retention. There are three primary goals driving this change –

  • lowering cost
  • improving equity
  • improving outcomes and increasing access.

We can assist you to define and value your idea, consider potential pathways for development and provide key connections or introductions.

"By observing how we and other people do things, we will spot opportunities for improvements."

Donald LatumahinaLifehacker

Frequently Asked Questions

Q. What sort of Ideas are we looking for?

We are looking for ideas that can be widely adopted because they:

  • make a material difference to people’s health, here and in other countries;
  • make clinicians’ jobs easier and more effective, so clinicians will want to adopt them; and
  • reduce the cost of care, so public and private funders will want to fund them.

Q. Will the information I disclose about my idea/invention be confidential?

We assure confidentiality:

  • in all cases we include a discussion about what confidentiality requirements there may be and how these will be applied
  • An explicit confidentiality / non-disclosure agreement can be signed beforehand.

Q. What is the policy on ownership of Intellectual Property?

Every case is different and should be discussed. Generally, intellectual property (IP) generated during the course of employment belongs to the employer. However, many profit sharing models exist and some DHBs have an IP Policy which we follow.

The Introduction to Intellectual Property page provides basic information on IP.