Idea management is no longer a marginal topic, but a central lever for successful innovation in the company. But how do you organise idea management today so that it has a truly sustainable effect and involves all employees? This is precisely where KIROI Step 7 comes in - as a holistic approach to rethinking idea management throughout the organisation and providing targeted support[1][3]. Traditional methods such as the company suggestion scheme are often no longer sufficient today because they are too rigid or leave too little room for real dialogue. Modern companies therefore rely on flexible processes, digital tools and a culture of open communication.
Why idea management today means more than just collecting ideas
Many organisations face the challenge that ideas are collected but not really put into practice. Clients often report that suggestions come to nothing or that there is no feedback. This is demotivating and slows down innovation. Idea management in the sense of KIROI Step 7 is therefore a dynamic support process: it is not about one-off actions, but about continuous exchange, targeted coaching and the development of a culture of innovation that involves all levels of the organisation[1][3]. Transruption coaching helps teams to recognise blockages, develop new perspectives and take concrete steps towards implementation.
Examples from practice
A mechanical engineering company introduced regular innovation workshops to shorten development loops. This resulted in practical solutions that were implemented directly in production. In software development, the active involvement of teams strengthened collaboration and accelerated the implementation of new features. One retail company relied on a digital platform to document suggestions transparently and promote dialogue between shops. In all cases, continuous support from experienced coaches was crucial for sustainable success[4].
Idea management process: from impulse to innovation
A structured idea management process begins with the systematic collection of suggestions - regardless of whether they come from employees, customers or partners[2]. Modern tools such as Jira Product Discovery or Q-ideate help to centralise ideas and make them transparent. In the next step, an interdisciplinary team evaluates the submissions according to clear criteria, for example using scoring models or SWOT analyses[2][5]. The best ideas are prioritised and implemented, with responsibilities clearly defined. Accompanying workshops and regular feedback rounds ensure that the process remains lively and that everyone involved stays on the ball.
Concrete measures for more participation
Idea campaigns, innovation competitions and hackathons[6] are a good way to motivate employees. These formats create awareness, promote team spirit and often produce surprising solutions. One example: a service company introduced quarterly "innovation sprints" in which cross-functional teams worked on specific challenges. The results were presented immediately afterwards and the best ideas were quickly implemented. Another example: a manufacturing company established a digital ideas platform where all employees could submit and comment on suggestions. This created a lively dialogue across departmental boundaries.
BEST PRACTICE with one customer (name hidden due to NDA contract) In the healthcare sector, the focus was on the challenge of establishing a culture of openness to suggestions for improvement. Targeted coaching as part of ideas management helped to break down communication barriers and establish motivating feedback. Regular exchange rounds were introduced in which employees could present their ideas and develop them further together. Managers took on a more active role as promoters and idea providers. This led to a noticeable increase in participation in idea management and innovative solutions were implemented more quickly. The support provided by experienced coaches was an important success factor because they provided impetus, moderated and continuously adapted the process[1].
Recognising and mastering challenges in idea management
The biggest hurdle in idea management is often not the lack of good ideas, but their implementation. Many companies fail due to internal resistance, unclear processes or a lack of transparency. Transruption coaching helps to recognise these stumbling blocks at an early stage and address them in a targeted manner. Proven methods include the establishment of independent innovation teams, the introduction of standardised evaluation criteria and the creation of exchange platforms where ideas can be developed further together[2][4]. It is important that the process remains flexible and adapts to the specific needs of the company.
Examples of typical stumbling blocks and solutions
One technology company realised that many ideas were failing due to a lack of resource planning. The introduction of a clear prioritisation framework and the appointment of responsible persons helped to significantly increase the implementation rate. One industrial company recognised that communication barriers between specialist departments were slowing down the flow of innovation. Moderated workshops and regular jour fixes broke down these barriers and promoted the exchange of knowledge. Another example: a retail company relied on a digital ideas platform to make the process more transparent and increase employee motivation. In all cases, continuous support from coaches was crucial to success.
Idea management in the digital transformation
Digitalisation opens up completely new possibilities for idea management. Modern platforms make it possible to submit, comment on and evaluate ideas anytime and anywhere. Digital tools not only support the collection and evaluation, but also the implementation and monitoring of results[2][5]. The integration of artificial intelligence can help to recognise trends at an early stage and provide targeted impetus for innovation. At the same time, people remain at the centre: after all, ideas management and innovation can only be fully effective if employees feel heard and valued.
Examples from the digital world
A software company used an AI-based platform to automatically identify and prioritise the most promising ideas from thousands of employee suggestions. This enabled the innovation portfolio to be expanded in a targeted manner and ROI to be increased. A manufacturing company relied on a digital ideas community in which employees, suppliers and customers worked together on solutions. A retail group introduced a mobile idea management tool that made it possible to submit ideas directly on site in the store and receive feedback quickly. In all cases, digital support helped to increase the speed of innovation and boost participation.
My analysis
Today more than ever, idea management is a decisive factor for sustainable corporate success. KIROI Step 7 shows how important continuous support, flexible processes and an open innovation culture are. Companies that actively organise idea management and provide targeted support benefit from greater employee loyalty, faster innovation cycles and increased competitiveness. Transruption coaching supports organisations in overcoming obstacles, developing new perspectives and consistently implementing innovative solutions. Those who rethink idea management create the basis for lasting corporate success in a changing world.
Further links from the text above:
Idea management system: KIROI step 7 for company-wide innovation [1]
Structured idea management with Jira Product Discovery [2]
Unleashing ideas management: KIROI step 7 company-wide [3]
Idea management 2.0: KIROI step 7 for company-wide ideas [4]
What is idea management and what contribution can it make? [5]
Idea management: Methods & implementation in the company [6]
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