class = "MsoNormal"> Like the human species has adapted to changes in the environment over thousands of years, organizations adapt to their changing environment through radical innovations, surprising or shocking.

Some even bring themselves to change the game competitive through innovations in business models: Ikea, Zara or Google itself, are banners of these tidal waves in the markets.

An organization builds sustainable competitive advantage through unique orchestration of its assets (tangible or intangible) allowing them to be cutting edge in their markets. However, orchestration and a unique, innovative, different elements, a factor that contributes dramatically to the differentiation of an organization is its culture.

According to Schein, culture defines "how we do things here." Just as the personality is formed by the sum of different features that give the person a unique idiosyncrasies, culture consists of many parameters also make an organization is clearly distinct from the rest: the values ​​and beliefs, style leadership, organizational structure, symbols, routines and rituals, recognition and reward systems ....

The question here is: is there any effect of culture in a company to be more or less innovative? if so, how can we change the culture to build a more innovative?

Clearly the culture will flow directly influence how the innovation process: the generation of about innovative ideas in the degree of risk taking, speed to market of innovations, etc..

Consequently, we would make a good diagnosis of the characteristics that shape the culture of our organization to determine which elements act as catalysts and which ones should be modified because they hinder innovative activity. After a good analysis, it remains to design and implement a plan of action to, little by little, forming an organization "innovatively excellent."