An innovation funnel with governance
Entry criteria, decision points and owners in place, so ideas move forward or stop by choice, not by neglect.
Home / Instruments / Innovation Culture
ISInnovability Score
Innovation Culture Assessment Instrument
An assessment of your company's capacity to generate, implement and sustain innovation, with a plan to reach the next stage.
The question it answers
Why do so many ideas fail to turn into results, and what needs to change for innovation to pay off?
- Online and anonymous
- Action plan included
- Link to Brazil's Lei do Bem
Why answer
What this questionnaire does for you
What it is for
Answer a question every leadership team asks: why don’t ideas turn into results here?
What you get
A picture of how ready the company is to innovate, with a 0 to 100 index, the current stage and what separates the company from the next stage. When applied to the team, the report also shows differences between areas and levels, the gap between leadership and team views and an action plan in waves.
How it helps the company
- Shows where innovation really gets stuck: strategy, culture, process, skills, partnerships or results measurement.
- Points to where to start, so energy is not spent on initiatives that miss the main bottleneck.
- Delivers a plan with practical actions and a baseline to measure progress and report to the board.
How the information is gathered
- People from different areas and levels answer an anonymous online questionnaire, on phone or computer.
- Answers are consolidated by pillar, area and level. Groups of fewer than 5 people are never shown.
- Leadership receives the full report and a debrief with an action plan in waves.
Who it is for
Signs that it is time
Companies that invest in innovation and R&D, innovation teams that need to show results, and leaders who want to turn isolated initiatives into an organizational capability.
- Plenty of ideas, few projects that reach the market.
- Innovation that depends on a few people or a single area.
- Difficulty showing the return on innovation and R&D spending.
- Projects that take too long or die without a clear decision.
- R&D spending without using incentives such as Brazil's Lei do Bem.
What you will learn
The questions the assessment answers
- Does leadership support innovation in practice, or only in speeches?
- Does the culture allow people to experiment and fail, or does it punish those who try?
- Is there a clear path from idea to result, with timely decisions?
- Do teams have the skills to innovate, and can the company keep them?
- Does the company make use of partners, startups and universities?
- What results does innovation already deliver, and how should they be measured?
Results you can expect
What changes in your company
A shorter development cycle
Bottlenecks between idea, test and launch become visible, and the plan tackles the ones that delay projects most.
A culture that sustains innovation
You know which leadership and team behaviors need to change, and in which areas.
More focused innovation spending
The budget follows the gaps that limit results most, instead of scattered initiatives.
Tax incentive opportunities
A first view of where the company can structure projects eligible for Brazil's Lei do Bem.
A baseline to track progress
A measured starting point to follow, cycle after cycle, how the capacity to innovate evolves.
What is assessed
Six dimensions, one complete picture
Ideavus's own methodology, built on recognized references and applied in companies of different sizes and industries.
- Leadership and StrategyWhether leadership directs investment, sponsors calculated risks and keeps innovation a business priority over time.
- Culture and BehaviorWhether there is psychological safety, openness to experimentation and learning from mistakes, the conditions that let innovation last.
- Processes and AgilityWhether there are clear, agile and governed processes to take ideas through to results, without relying on isolated efforts.
- Skills and Capability BuildingWhether the technical and behavioral skills needed to innovate are mapped, developed and retained.
- Networks and CollaborationWhether the organization connects with partners, startups, universities and ecosystems to innovate beyond its own boundaries.
- Results and ImpactWhether innovation is measured, delivers proven returns and becomes institutional learning.
Innovation and incentives
IS and Brazil's Lei do Bem
Companies that invest in research and development in Brazil may qualify for the tax incentives of the Lei do Bem (Law 11,196/2005). Qualifying depends on well-defined projects, governance and recorded evidence, the same points IS assesses in the Leadership and Strategy, Processes and Results pillars.
Ideavus also provides consulting to structure and document eligible projects.
How it works
Four steps, without overloading your teams
A typical project takes 5 to 7 weeks, from alignment to the results debrief.
- Week 1Alignment
A conversation with the sponsor to set the objective, the audience and the breakdowns (areas, levels, sites). We provide a communication kit to invite the teams.
- Weeks 2 to 4Anonymous online survey
Each person answers in a few minutes, on a phone or computer. We track participation by area and send reminders.
- Week 5Analysis
We consolidate the results, compare areas and levels and group the comments by theme.
- Weeks 6 and 7Debrief and plan
We present the report to leadership, discuss the causes and close an action plan with priorities, owners and deadlines.
Anonymity and trust
- Anonymous answers and results always aggregated.
- Small groups are merged with others so no one can be identified.
- Consent under data protection law (LGPD) before starting.
- Room for open comments, presented by theme.
What you receive
Deliverables designed to lead to decisions
Rolled out with your teams, the full assessment turns the reading into decisions. The report includes:
- Overall index and maturity band: where the organization stands today and what defines this moment
- Full pillar profile: the strengths to preserve and the gaps holding results back
- View by area and hierarchical level: where each team stands and where perceptions diverge
- Leadership view vs. team view: where those who decide and those who execute see things differently
- Comparison with other organizations and progress between assessment cycles
- Priorities: what to tackle first to move up a band
- Voice of the people: open comments organized by theme, with anonymity preserved
- Barriers to innovation and tax incentive opportunities, such as Brazil's Lei do Bem
- Action plan in waves, with owners and indicators
Download a complete sample report
See how an organization receives the Innovability Score (IS) results: position, pillar profile, comparisons, and action plan. Fictitious data.
Done. The download has started and we also sent the link to your email.
Download the PDF Maturity stages
A 0 to 100 index and a clear stage
The result places the company in one of six stages and shows what to do to reach the next one.
- StagnantInnovation is not part of the culture in any pillar; there is a risk of losing competitiveness.
- ReactiveFew structured elements; one-off initiatives that depend on individual effort.
- EmergingEnabling and limiting elements coexist; a culture in transition.
- StructuredA culture that supports innovation, still formalizing processes and support resources.
- AdvancedA broad innovation culture, perceived by most teams.
- BenchmarkLives the innovation culture intensely; watch for the downsides of excessive autonomy.
Formats
Three levels of depth, one consistent reading
Every format covers all six dimensions and produces results that can be compared with each other and over time. What changes is the depth.
IS Entry
A quick, focused first reading.
- When to choose it
- To start with leadership, test the approach, or for smaller companies that want to know where to begin.
- What it includes
- Index, stage and results by dimension, with an online debrief.
- Time per person
- about 5 minutes
- Typical length
- 3 to 4 weeks
IS Regular
A complete reading to set priorities.
- When to choose it
- To compare areas, levels and sites and build the plan with confidence.
- What it includes
- Everything in Entry, plus results by area and level, leadership vs. teams, comments by theme and an action planning workshop.
- Time per person
- about 10 minutes
- Typical length
- 5 to 7 weeks
IS Complete
An in-depth transformation project.
- When to choose it
- For transformation programs, restructurings, or when the results go to the board.
- What it includes
- Everything in Regular, plus leadership interviews, industry comparison and a transformation plan.
- Time per person
- about 15 minutes
- Typical length
- 8 to 10 weeks
Combine with
Integrated readings
Run together, in a single data collection, two instruments let you cross-reference results and explain causes that one alone cannot show.
Innovation and R&D
Compares the capacity to innovate with readiness to use AI in products, processes and research.
Renewal and innovation
Compares the capacity to innovate with the balance between exploring and executing, and shows whether ideas have the structure and budget to reach operations.
360° Index: build a package with two or more instruments
One data collection, one integrated report and cross-analysis between instruments.
Explore the 360° Index Client experience
What clients say
"Ideavus did not hand us a framework, they handed us a working system. In 8 months we went from zero structured projects to a funnel with 14 active initiatives and a governance model leadership came to trust."
14 active projects under Stage-Gate in 8 months
Director of Operations, Packaging Manufacturer. Identity withheld under a confidentiality agreement.
"Working with people who have lived through the obstacles of a large public organization makes all the difference. Ideavus understood the constraints before making recommendations, and the program survived a change in management."
47 initiatives in a 36-month roadmap across 3 units
Innovation Coordinator, State-Owned Energy Company. Identity withheld under a confidentiality agreement.
Frequently asked questions
Before you hire
How long does it take?
In the Regular format, 5 to 7 weeks from alignment to debrief; Entry fits into 3 to 4 weeks. Each person needs only a few minutes to answer, on a phone or computer.
Who answers?
Usually all employees in the defined audience, at every level. You can also start with leadership and expand later.
How do you guarantee anonymity?
Answers are collected in an Ideavus environment, with no company login. The company receives aggregated results only, small groups are merged with others and comments are shown by theme, without identification. All data handling follows data protection law (LGPD).
How many people need to answer?
Each group you want to analyze (an area, a level, a site) needs at least 5 answers. The higher the participation, the more reliable the reading, and we support internal communication to get there.
What happens after the report?
The debrief ends with an action plan with priorities, owners and deadlines. If the company wishes, Ideavus supports execution with consulting and follow-up.
Can I reapply it to track progress?
Yes, and we recommend it. Reapplying every 12 to 18 months shows progress and helps prove the effect of the actions. Results are comparable between cycles.
How much does it cost?
Pricing is by proposal, based on the number of people and the format chosen. In a 30-minute call we learn about your context and send the proposal.
Is it useful for companies just starting to structure innovation?
Yes. In that case, the results show where to begin and avoid investing in structures the culture cannot yet sustain.
How does it relate to Brazil's Lei do Bem?
The assessment shows whether the company has the projects, governance and records needed to use the incentive. Where there is an opportunity, Ideavus also helps structure the projects.
Free quick test
Find out in 2 minutes where your company stands
A few questions, an instant result and your organization's estimated stage.
Take the free test (2 min) Next step
Shall we talk about your context?
In a 30-minute call, we learn where the company stands and recommend the most suitable format. No commitment.
Other instruments
ICO
Organizational Culture
Whether the culture supports or stalls the strategy, and which levers to use for change.
IPEStrategic Planning
Whether the strategy leaves the page: where the plan is weak and where execution stalls.
AIRAI Readiness
Whether the company is ready to create value with AI, with prioritized use cases and risks under control.
IESGESG and Sustainability
Whether the ESG agenda holds up to questions from customers, banks and investors.
LID360° Leadership
How each leader is seen by their manager, peers and team, and where to focus development.
IPMChange Readiness
Whether people are ready for the change, and where resistance will show up.
IAOOrganizational Ambidexterity
Whether the company runs the present well and builds the future at the same time.