When an airport's organizational structure is opposed to innovation, any major initiatives to drive innovation into the culture will likely crater. Below are a few organizational structure barriers that hamper the development of a culture of innovation.

Barrier: Bureaucracy

In bureaucratic organizations, very strict order and rules are applied to new initiatives. This means a lot of time can be wasted on ideas that turn out to be unsuccessful. It also means that any mediocre ideas that pass though the bureaucracy and receive funding are not likely to be overturned. Either scenario leads to a soured attitude toward innovation throughout a team or organization. Below are resources to help overcome this barrier.

• Play 16: Aligning Organizational Structure to Support Innovation
• Supplemental Resources
  • ACRP Synthesis 40: Issues with Airport Organization and Reorganization by Kimberly A. Kenville and James F. Smith (research report)
  • “Organizational Culture and Innovation Culture: Exploring the Relationships Between Constructs” by Mohammad Sadegh Sharifirad and Vahid Ataei (research publication)

Barrier: Isolating Innovation

If innovation is consigned to a lab or an organization and development department, it will be kept in a corner. In addition, innovation will be seen more as inventing and less as a part of the culture. Although invention is necessary, the rest of the organization can begin to minimize the value of it because it is someone else's job to ”play with the new toys while we keep the lights on." Below are resources to help overcome this barrier.

• Play 1: Prioritize Innovation
• Play 11: Develop a Unifying Strategic Plan
• Play 17: Effectively Roll Out Structural Changes
• Supplemental Resources
  • “The Changing Face of Innovation: Next Challenges for Practice” by the Mack Center for Technological Innovation at the Wharton School, University of Pennsylvania (article)

Barrier: Inconsistent Innovation Acceptance

Airports usually have some business function units that are open to innovation, some that are neutral, and some that are risk averse. Departments such as legal, procurement, contracts, and HR are typically more innovation-hesitant, yet they hold the most power when it comes to approving new processes and procedures. Below are resources to help overcome this barrier.

• Play 6: Develop an Innovation Mindset
• Play 18: Develop Strategies by Business Function to Overcome Resistance to Change
• Supplemental Resources
  • “Distribution, Disruption and Failure: Building a Culture of Innovation in the Canadian Armed Forces” by Major A. McHardy (research publication)
  • “The Hard Truth About Innovative Cultures” by Gary P. Pisano (article)

Barrier: Not Collaborating

Change can be challenging for airport staff to navigate, and it can be difficult for business function units to come together to resolve the challenges they are experiencing. Below are resources to help overcome this barrier.

• Play 6: Develop an Innovation Mindset
• Play 18: Develop Strategies by Business Function to Overcome Resistance
• Play 19: Create collaborative work environments
• Supplemental Resources
  • “Moving from Best to Better and Better: Business Practice Redesign Is an Untapped Opportunity” by Deloitte Insights (white paper)
  • “The Hard Truth About Innovative Cultures” by Gary P. Pisano (article)

Barrier: No Budget for Innovation

Too often, innovation gets a bad name because it is pigeonholed as “new technology,” and therefore considered expensive. However, a culture of innovation is about people. Below are resources to help overcome this barrier.

• Play 3: Drive Change
• Play 4: Seek Affordable Solutions
• Play 12: Align with Organizational Values that Support Innovation
• Play 20: Emphasizing Organizational Budgets to Support Innovation
• Supplemental Resources
  • “C-Suite: Cincinnati/Northern Kentucky International Airport CEO Candace McGraw” by Valerie Silva (article)