Idea management is no longer a niche topic, but a key success factor for innovation in companies[1]. Many organisations are now asking themselves how they can turn the traditional suggestion scheme into a genuine driver of innovation. The aim is not just to collect ideas, but to organise idea management as a continuous process that involves all levels and has a lasting effect[1]. This is where step 7 of the KIROI approach comes in: The focus is not on individual actions, but on accompanied dynamics, regular dialogue and targeted coaching[1].
Rethinking idea management - step 7 in corporate deployment
If you only collect ideas selectively, you miss out on the full potential. Idea management in the sense of KIROI Step 7 thrives on dialogue, reflection and the ability to recognise and resolve blockages. This is how suggestions become real innovations. Companies that choose this approach report greater agility, higher employee satisfaction and faster implementation of new solutions[1]. Transruption coaching helps teams to develop new perspectives and take concrete steps. This creates sustainable change.
Traditional methods are often no longer sufficient because they seem rigid or leave too little room for real dialogue[1]. Modern companies therefore rely on flexible processes, digital tools and an open communication culture. Idea management thus becomes a lively accompanying process that constantly provides impetus for innovation.
Clients often report that suggestions come to nothing or that there is no feedback. This is demotivating and slows down innovation. That is why it is important not only to collect, but also to accompany, reflect and coach. This is the core of KIROI Step 7: Dynamic, dialogue-based, sustainable[1].
Practical examples: How idea management works in the company
Innovation starts in a team. A mechanical engineering company introduced regular innovation workshops to shorten development loops. This resulted in practical solutions that were directly transferred to production. The involvement of all participants ensured greater acceptance and faster implementation. Transruption coaching helped to recognise blockages and break new ground.
In software development, the active involvement of the teams strengthened collaboration and accelerated the implementation of new features. Employees were encouraged not only to report problems, but also to develop solutions. Regular reviews and open feedback rounds ensured transparency and motivation.
One retail company used a digital platform to document suggestions transparently and promote dialogue between shops. This enabled good ideas to be quickly adopted and further developed. Continuous support from experienced coaches was crucial for sustainable success.
BEST PRACTICE with one customer (name hidden due to NDA contract) and then the example with at least 50 words.
An international medium-sized company from the manufacturing industry launched a pilot project on ideas management. The aim was to optimise production processes and involve employees more closely. The company relied on a mixture of a digital platform and face-to-face workshops. Every idea submitted was evaluated promptly and the best suggestions were transferred to agile project teams. Transruption coaching accompanied the teams during implementation and helped to overcome resistance. The result: significantly more ideas submitted, faster implementation and a noticeably higher level of employee identification with the company. The innovation topics ranged from small process improvements to the development of new product variants that are now successful on the market.
Recommendations for modern idea management
If you want to successfully anchor idea management in your company, you should create clear structures and communicate openly. Goals must be specific, measurable and achievable - the SMART method provides good guidance here[3]. Involving all employees is just as important as providing the necessary resources[2].
Digital tools support the process, but people remain at the centre. Workshops, feedback rounds and regular reviews ensure transparency and motivation. Idea management thrives on dialogue and the willingness to try out new things. Failure is allowed, as this often results in the best solutions.
Clients often report that the biggest challenge lies in turning collected ideas into real projects. It helps to define clear responsibilities, set milestones and make progress visible. This keeps the process alive and motivation high[6].
Customer examples: From collecting to realising
An automotive supplier established an ideas committee that regularly reviews and evaluates the proposals submitted. The best ideas are selected and implemented in a transparent process. Employees receive prompt feedback - even if an idea is not implemented. This promotes acceptance and the willingness to get involved.
A service company relies on a combination of a digital platform and monthly innovation days. On these days, all employees can present their own projects and develop them further together. This strengthens team spirit and the culture of innovation. Transruption coaching helps to provide new impetus and overcome blockages.
A technology company uses an agile roadmap to plan and manage the realisation of ideas. Each project team is given clear tasks and milestones. Regular reviews ensure transparency and flexibility. This quickly turns good ideas into tangible results[6].
BEST PRACTICE with one customer (name hidden due to NDA contract)
A logistics company launched an initiative to improve its delivery processes. All employees were able to submit suggestions via a digital platform. The best ideas were further developed in interdisciplinary teams and tested in pilot projects. Transruption coaching accompanied the entire process and helped to overcome resistance. The result: significantly faster delivery times, greater customer satisfaction and a measurable increase in efficiency. The initiative was honoured and now serves as a model for other areas of the company.
My analysis
Idea management is not a self-runner, but a dynamic process that requires clear objectives, open communication and continuous support. Companies that choose this approach strengthen their innovative power and involve their employees in the long term. The focus is not on the one-off collection of ideas, but on the lively exchange and targeted implementation of ideas[1].
Transruption coaching supports teams in breaking new ground and overcoming blockages. This creates a culture of innovation that changes the company in the long term. Those who rethink idea management create the conditions for real change and long-term success.
Further links from the text above:
Understanding idea management in terms of KIROI step 7[1]
Practical tips for successful idea management in companies[2]
Step-by-step guide to the introduction of idea management[3]
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