The organization should set up and sustain a working environment in which IP management can happen. Managers at every level should back it visibly and understand what failure costs. Support may include tools, training, assets, resources and infrastructure for the IP processes. Staff should be trusted to take IP decisions as they go about their work, and people should be encouraged to get involved and to give feedback. Incentives should recognize contributions by individuals and by teams. HR processes should address IP matters for new joiners and for leavers, including keeping trade secrets confidential and disclosing information.
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