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Dynamic conservatism virus that induces businesses to protect themselves from changes not originated from their own seems to be extincting. Actual market configuration and technological trends are driving organizations toward industry 4.0. This means that innovation is no longer a choice, but a necessary philosophy to gain competitive advantages.

In 2003, Henry Chesbrough published a book that introduced the open innovation concept. Analysing the innovative processes experienced by large corporations, Chesbrough concluded that closed innovation paradigm was no longer an efficient way to govern the logic of a constantly accelerating market, and that only looking outwardly would have allowed businesses to survive.

In recent years, literature on open innovation has grown exponentially, trying to find solutions and practices able to accompany businesses in cultural and operational transitions.

Indeed, stated that companies are large procedural machines designed to standardize and optimizes resources to produce profits, the real challenge that management have to face is the transformation of the rooted innovation concept in the organization, and therefore in the people.

Making innovation realy pervasive and convergent respect to business stratgies, in the open innovation view, requires an increasing awareness of innovative changing. Seed innovation culture at various organizational levels is necessary to let innovation flows germinate.

Because YES, the real infrastructure of each form of innovation is the Culture.

Innovate means acquire a new responsive stimulation behaviour, able to recognize the way for the future, for act and built it. If organization could stop change, people can accelerate this process. However, not any open view approaches can win where an organization is closed and reluctant to novelty.

In this regenerative process, it possible identify at least, four dimensions that are the organizational and cultural souls of an organization, on which is possible act to pave the way to the innovation.