Walter Aigner says:

Stefan,

My comment is on your obvious focus on the big picture in terms of the entire process of organizing the "carrot on a stick" – instead of identifying key people;-). I assume this might work in the corporate world with rather young candidates.
I personally would certainly focus 80+ per cent of my presentation on two single elements within your process (page 9).

1. coach and training provided – I call this idea qualification. Most trainings and most coaches miss this element simply by the fact that they focus on what the coach knows or on what the team lacks.
I claim that I help focus on qualifying the idea itself!
I do not even try to polish or educate the troublemakers.

2. get key people with ideas to participate. Esp. those with excellent ideas but very good reasons preventing them to share or come out – (also but not only researchers as opposed to the product marketing function).

So in a nutshell – if the point is correct that troublemakers are an important element I suggest "reframing" your big picture towards – how can we support troublemakers adequately – without forcing them into the streamline of an MBA like process.

So for the sake of a more polarized discussion here I object to the implicit element that MBA like trainings are a sufficient element in identifying the right people.
I also claim that contrary to what your corporate clients might want – the element "intrinsic time needed for troublemakers" easily leads to a bias / crowding out effect towards the younger and more streamlined novices in your suggested process.

Walter Aigner
Managing Director at Think-tank on Innovation
Vienna, Austria, Europe