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•  Holistic Point of View: Since their role involves assuring that innovation becomes part of the DNA of your organization, innovation leaders need to be capable of analyzing the big picture both in and outside the company. This includes the ability to decipher the internal political landscape that will impact their ability to move innovation forward as well as having a thorough understanding of the outside forces that shape your company’s marketplace opportunities. This trait is also helpful for intrapreneurs to have since it will make them better at new business development, too. 

•  Optimism: Great innovation leaders and intrapreneurs tend to see opportunities rather than problems. Rather than being intimidated by challenges, they are invigorated by them because they believe they have the ability to overcome any obstacle. Setbacks that would cause others to fold their tents don’t shake the faith of these optimists; they are confident in their ability to succeed at anything they set out to do.

•  Passion and drive:  These people want to change the world! This passion fuels the drive needed to overcome any roadblocks that get in their way. However, if the senior executives of their organization don’t share this passion and the corporate culture doesn’t support it, a true innovator will move on, seeking a company where their passion is encouraged instead of thwarted. The drive these people have makes them like a piece of cork floating in the ocean. No matter how rough the waters get, they will rise to the surface again and again. 

•  Curiosity: People who are passionate about a subject are also curious about it. They are in a constant learning mode, always wanting to stay ahead of the curve when it comes to knowing about trends and new developments. True innovators also understand that lessons from one arena can often be used to drive innovation in another, so they usually do not confine their learning to just their own narrow field.
One of the things it’s important for them to be curious about is the jobs of others. By having an interest in what other people do and how that impacts the organization, innovation leaders in particular are better prepared to help drive change.

•  Belief in Change: Linked to curiosity, a belief that change is necessary is another necessary trait of innovation leaders and intrapreneurs. Folks who are happy with the status quo or who don’t thrive in the chaos that change often entails will not do well in these important roles.

•  A Sense of Urgency: Harvard Business School Professor John Kotter, who is widely regarded as the world’s foremost authority on leadership and change, argues in his most recent book, A Sense of Urgency, that true change only occurs within companies if leaders are able to instill a sense of urgency throughout the organization. Getting people to move beyond complacency requires an ability to communicate both to their heads (through making the business case for change) and their hearts (through story-telling that reaches the emotions.)
This is not a skill everyone has. Finding people with an innate sense of urgency – who are able to see the opportunities lying behind many of today’s business challenges and who are excited about those opportunities instead of just being fearful of the challenges – will help assure the success of your innovation efforts.

•  Talent for Networking: Innovation requires bringing together people from disparate parts of a business–or even outside the business–to create a united force to drive new ideas forward. Having an innate ability to network is a key asset in making this happen.
In research done by Rob Cross, of the University of Virginia, and Robert J. Thomas and David A. Light, of Accenture Institute for High Performance Business, they learned that high performers are likely to position themselves at key points in a network and leverage the network around them better when implementing their plans. Also, they found that high performers tend to invest in relationships that extend their expertise and help them avoid learning biases and career traps. Finally, they discovered that high performers value networks and engage in behaviors that lead to high-quality relationships–not just big networks. These are all skills and behaviors you want in innovation leaders and intrapreneurs.

•  Communication Skills: It’s impossible to succeed as a change agent without having strong communication skills. Innovation leaders and intrapreneurs need to be clear communicators who can persuade and inspire other people, including those who are reluctant to embrace change. In their communications ability, they serve as role models for the openness that is required for an innovative corporate culture.

•  Ability to Deal with Uncertainty: Innovation projects are by nature uncertain. Innovation leaders and intrapreneurs accept the high level of uncertainty with regards to market, technology and organizational issues and are comfortable making decisions based on what they know right now. They also have the flexibility to reverse these decisions should new and relevant information arise, and they often foresee this by having B and C options to their chosen A decision.