Health innovation is to develop new or improved health policies, systems, products and technologies, and services and delivery methods that improve people’s health, with a special focus on the needs of vulnerable populations. Especially this becomes a critical need during these COVID times. On the other side, the following challenges are confronting Healthcare that fuels the need for innovation even further.
To innovate is “to make changes in something established, especially by introducing new methods, ideas, or products.” In legal services, innovation involves re-examining the established way of doing things and finding better ways that new methods, ideas, and tools make possible.
Innovation is a search for a better way. A search that is motivated by a realization that the traditional way is no longer satisfactory. It works, but not well enough. It fails to draw adequately on the new reality of what is possible. It is falling short of what the market is now demanding.
Diversity is having a culture that values uniqueness: people of different backgrounds, cultures, genders, and races. Inclusion means inviting diverse groups to take part in company life. If you’re tuned into conversations about HR, you’ve probably heard these terms before. But there’s a third critical piece: belonging. It’s belonging that makes each individual feel accepted for who they are. When you have a diverse talent who feel inclusion and belonging at their team level, organization level, and the company level, you can ensure their wellbeing.
When we think of innovation, we immediately assume this is about bringing in technology, certainly in this age of digital, Artificial Intelligence, and robots. Often we forget that HR has a key role in creating, maintaining, and managing skills orientated towards innovation.
Enterprises have historically proven to be immensely successful at advancing existing business models. However, they often fail to identify new disruptive opportunities for growth and expansion.