Innovation is valuable for organizational success, yet it presents contradictions for workers who must choose between pursuing novel courses of action or practicing established strategy. One challenge is that many efforts at innovation are not successful, making workers reluctant to pursue novel projects. In this study, we seek to answer the question: How do individuals responsible for facilitating innovation in organizations communicatively construct and frame failure? Abductive analysis of interviews with 36 professionals in innovation-related roles reveal that these workers communicate in a way that frames the idea of failure in a way that bolsters innovation efforts. This framing is enacted through a variety of language tools, a mindset aligned with the frame, and the development of organizational strategy that communicatively supports this framing. The article argues that innovation failure is resourced via communicative framing as an asset that aids organizational learning. Overall, findings indicate that communication plays a central role in constituting innovation practices and facilitating change in organizations.

创新对于组织的成功至关重要，但对于必须在追求新颖的行动方案或实践既定策略之间做出选择的工人，却提出了矛盾。一个挑战是，许多创新努力都没有成功，这使工人不愿追求新颖的项目。在本研究中，我们试图回答以下问题：负责促进组织创新的个人如何通过沟通构建和框架失败？对与创新相关的角色的36位专业人员进行的访谈的归纳分析显示，这些员工的沟通方式以失败观念为框架，以支持创新工作。通过多种语言工具，与框架保持一致的思维方式来制定框架，以及在通信上支持这种框架的组织策略的发展。本文认为，创新失败是通过沟通框架获得资源的，这是帮助组织学习的资产。总体而言，调查结果表明，交流在构成创新实践和促进组织变革方面发挥着核心作用。