We firmly believe that software cannot make you innovative, but it can support the strategic framework you adopt to drive innovation. Software can also help you organise, document, and leverage more value from your work.


Our methodology framework is a combination of four topics we consider to be essential for successful innovation by any organisation

Strategy and goals

For innovation to be successful, the strategy and goals of innovation, and those of the organisation must be aligned. This alignment creates a foundation for decision-making during the innovation process. It eliminates uncertainty as to whether you are doing the right things and making the right decisions, and gives you a basis for measuring the strategic value of the outcomes achieved.

Management and organisation

Organising for innovation is organising for success. Planning how to distribute responsibility is critically important, as is gaining commitment from the management team. Our methodology explains how to build a strong innovation-force with clear roles and responsibilities for everyone involved, and an operating calendar that guides, fosters and helps track innovation within the organisation.

Processes, methods and tools

The innovation process described in our innovation methodology consists of three phases: the front end phase, the back end phase, and the learning phase. It is possible to achieve innovation without a supporting software tool, but the right software can greatly enhnce the efficiency and effectiveness of innovation initiatives. Our mission is to increase your innovation capability, and our software supports this from start to finish. From the moment you first seek and capture ideas, Induct will aid you in developing, evaluating, testing, implementing, measuring impact, collecting and sharing learnings, monitoring all this, and producing reports on it.

Culture and people

“Innovation can no longer be confined to some specialists within a firm. It must become a part of the company culture.”
— Dr. Henry Chesbrough

There are many ways organisations can make innovation an integrated part of the company culture. Leaders can visibly encourage innovation initiatives, and build a common understanding of what innovation is, why it is so important, and how to contribute to it. Communication activities can be used to grow and maintain engagement and momentum. Organisational policies and practices can be aligned with innovation goals. For example, rewards, recognition and performance management systems can be tailored to support innovative behaviours. The Induct methodology and our professional services help guide such cultural development.