Innovation Matrix Template

What is the Innovation Matrix​?

The Innovation Matrix is a strategic tool used to assess an organization’s ability to generate and execute new ideas. It evaluates two key dimensions: innovation competence (the capability to develop new ideas and solutions) and innovation commitment (the willingness to invest in and support innovation across the organization). The matrix provides a snapshot of an organization’s current innovation culture, helps identify areas for improvement, and guides resource allocation to support continuous innovation.

Typically, the Innovation Matrix is represented as a two-dimensional grid, where each quadrant reflects a different innovation posture:

• High Competence / High Commitment: Innovation Leaders
• High Competence / Low Commitment: Potential Undervalued Assets
• Low Competence / High Commitment: Eager but Underdeveloped
• Low Competence / Low Commitment: At Risk or Innovation Adverse

This framework is widely used by leaders and innovation teams to align innovation efforts with strategic priorities, measure innovation health, and develop targeted initiatives to build innovation capacity. By analyzing both the organization’s ability and its will to innovate, the matrix ensures that innovation is not just about generating ideas—but about creating value through execution.

Innovation Matrix in Innovation

In practical innovation initiatives, the Innovation Matrix helps organizations make strategic decisions about where to invest, where to improve, and how to balance resources across projects and teams. It provides an organizational-level perspective that complements specific project-level tools like business cases or roadmaps.

This model is particularly helpful for:

• Identifying organizational units or departments with high potential but limited support.
• Highlighting cultural or structural barriers to innovation.
• Aligning leadership attention and investment with innovation capability.
• Facilitating conversations around readiness, execution, and scale.

For example, a company launching a cross-functional innovation program might use the Innovation Matrix to evaluate the current state of each business unit. One team may show strong competence in prototyping but lack executive sponsorship, placing them in the “Potential Undervalued Assets” quadrant. Another team may be fully supported by leadership but lack training or tools to execute ideas, placing them in the “Eager but Underdeveloped” category.

By assessing these positions, the company can make targeted interventions—investing in tools, training, or leadership alignment to shift teams toward the top-right quadrant: Innovation Leaders.

The matrix is also useful in measuring progress over time. By conducting regular assessments, organizations can track how their innovation maturity evolves and ensure strategic alignment with business goals.

Getting Started with the Innovation Matrix Template

Applying the Innovation Matrix involves assessing teams, departments, or the organization as a whole across the two dimensions of competence and commitment. Follow these steps to conduct a meaningful and actionable assessment.

1. Define Evaluation Criteria

Start by clearly defining what competence and commitment mean within your organization:

• Competence may include skills, processes, access to tools, and track record of innovation.
• Commitment may include leadership sponsorship, budget allocation, culture, and communication.

Establish qualitative and quantitative criteria for scoring each dimension, such as:

• Innovation training participation
• Number of ideas submitted or implemented
• Availability of innovation processes or playbooks
• Executive endorsement of innovation goals
• Resources dedicated to innovation initiatives

These criteria provide a common language for assessment.

2. Select Units or Teams to Evaluate

Determine the scope of the assessment:

• Entire organization
• Business units or functions
• Product teams or geographic markets

Each unit will receive a rating for competence and commitment, placing it in one of the four quadrants.

3. Conduct the Assessment

Use surveys, interviews, or workshops to gather input. Ask:

• How confident are you in your team’s ability to execute innovative ideas?
• What support exists from leadership to pursue innovation?
• Are there clear innovation goals, metrics, or accountability?
• Do you have the tools, budget, and autonomy needed to experiment?

Score responses on a scale (e.g., 1–5 or 1–10) and average the results for competence and commitment.

4. Plot the Results

Create a 2×2 matrix with Competence on the horizontal axis and Commitment on the vertical axis. Place each unit or team in the appropriate quadrant based on their scores.

This visual helps leaders quickly understand the landscape and prioritize focus areas.

5. Analyze Each Quadrant

• Innovation Leaders (High/High): Continue to support and showcase these teams. Use them as role models or mentors.
• Potential Undervalued Assets (High Competence/Low Commitment): Address the lack of support by increasing visibility, resourcing, or strategic alignment.
• Eager but Underdeveloped (Low Competence/High Commitment): Provide training, tools, and processes to turn enthusiasm into execution.
• At Risk (Low/Low): Consider whether to invest in transformation or restructure for better alignment.

These insights guide targeted interventions and strategic resource allocation.

6. Develop an Action Plan

For each group, define specific actions:

• Training programs for low-competence teams
• Leadership briefings to increase commitment
• Pilot projects to build momentum and proof points
• Recognition or reward systems to reinforce innovation behaviors

Link these actions to strategic goals and ensure accountability.

7. Monitor Progress Over Time

Repeat the assessment at regular intervals (e.g., annually or biannually) to:

• Track shifts in competence and commitment
• Measure the impact of interventions
• Ensure innovation progress remains visible and measurable

A dashboard or scorecard can support ongoing tracking.

Project Recommendations for Success

Misalignment Between Teams and Leadership

Bridge the gap through intentional communication and strategic alignment.

• Host innovation reviews that include both team leads and executives
• Set shared KPIs between innovation teams and business leaders
• Use matrix results to shape joint objectives

Low Innovation Competence

Invest in developing the right skills and infrastructure.

• Launch innovation training programs and workshops
• Provide toolkits and frameworks for idea development
• Encourage peer learning through cross-functional teams

Inconsistent Evaluation Methods

Standardize the assessment to ensure fairness and clarity.

• Use consistent scoring rubrics and definitions
• Offer facilitators or neutral assessors
• Document the evaluation process for transparency

Overlooking Low-Scoring Teams

Don’t write off low-scoring units without a plan.

• Engage in open dialogue to understand root causes
• Explore whether innovation is truly needed in their role
• Decide whether to upskill or refocus their efforts

Complementary Tools and Templates for Success

• Innovation Health Survey – A structured tool to assess competence and commitment
• Innovation Capability Maturity Model – Helps benchmark skill levels across teams
• Innovation Strategy Map – Aligns innovation priorities with business goals
• Training Needs Assessment Template – Identifies learning gaps in low-competence teams
• Leadership Sponsorship Playbook – Guides executives in supporting innovation effectively

Conclusion

The Innovation Matrix is a powerful diagnostic tool that brings structure and clarity to the complex challenge of building an innovative organization. By assessing both competence and commitment, it helps leaders understand where innovation thrives, where it struggles, and what interventions can create the greatest impact.

Used thoughtfully, the matrix becomes more than a one-time assessment—it becomes a strategic asset that drives continuous improvement. It helps organizations avoid the trap of innovation theater by focusing on real capability and alignment, rather than hype.

By fostering open discussion, targeting resources, and tracking progress over time, the Innovation Matrix empowers businesses to build a culture of sustainable innovation that adapts, evolves, and delivers meaningful results.