Innovation: by default or design?

How to surface the patterns of innovation practice at your organisation.

Organisations working on complex social challenges operate under constant uncertainty. They are navigating shifting political, economic and environmental conditions, multiple actors, competing priorities, and, usually, incomplete information.  

In this context, innovation is rarely limited by intention or ambition. More often, it is shaped by habits around how decisions are made, how risk is handled, and whose perspectives carry weight when things are uncertain.  

SVA’s Director of Innovation, Ledia Andrawes, PhD, has developed a questionnaire to help make those patterns visible.  

Rather than asking “How innovative are you?”, it invites reflection on how innovation actually happens in practice at your organisation, and whether that aligns with the kind of change you’re trying to create. 

Having led nearly 30 social innovation initiatives across health and social sectors in 15 countries, partnering with the Gates Foundation, World Bank and WHO on large-scale initiatives, Ledia is motivated by the power of co-design and futures-thinking to navigate social challenges.  

“Right now, across government, community and philanthropy, I’m seeing organisations navigate a widening gap between what’s known and what’s emerging.  

“We’re in a moment where technology is moving faster than our institutions. But to me, innovation isn’t the tech, it’s the organisational ability to respond wisely when the ground shifts: to reframe, to learn, to share power, and to make decisions without pretending the future is totally knowable.

“Moreover, most organisations don’t operate in just one innovation mode. Without even realising it, they might switch approaches depending on the context.  

“This tool helps you see which modes you rely on, and when a different approach might serve you better.” 

This quiz draws on established practice in social innovation, systems change, design and organisational learning, and provides a shared language for reflection and conversation.  

There’s no score and no ‘right’ answer. Instead, use the answers to explore the patterns, tensions and default behaviours at your organisation, so you can have more informed conversations with your teams and leadership. Differences in responses between boards, leadership and staff often provide the richest insights. 

Please allow 10 minutes to complete it. 

Take the quiz