This two-phase approach is actually most closely and strictly related to the pure and to some extent technical innovation process. In order to consider it as a comprehensive overarching process to which employers can have recourse to in order to introduce, achieve and execute an innovation culture it should also be introduced an additional pre-stage, that is to say preparation.
Omitting this stage would mean taking it as an axiomatic fact that corporate culture is already favouring and supporting innovation, whereas this may not invariably be the case (or could hardly be the case). Taking as a reference the saying habitually used before the start of a race “ready, steady, go!”, neglecting this additional stage would be like jumping to the “steady” and “go” elements of the saying, skipping the “ready” stage. The “ready” phase of the process should be entirely devoted to the review of the recruitment and selection practices, or rather, of these and of all the other relevant polices. During the preparation phase, the employer should ensure that everything is ready for individuals to concentrate on innovation in terms of the fundamentals included in the model proposed in Table 1.