The post is more than four years old. It appears that you have delved into it to put forth your similar query. Keeping the contents of the original post aside, my view is that it is important to foster a culture of innovation. This kind of culture improves customer satisfaction, helps in improvising the products or services, motivates employees, and so on.
If you just bring in innovative designations and the culture remains outdated, rigid, demands slavish obedience, and the boss shows perpetuating high-handedness, then the change of designations will be cosmetic and equivalent to old wine in an old bottle but with a change of label. Therefore, please decide what is important to you: cultural change or just designations.
The Case of HR Professionals
Take the case of HR professionals. In the erstwhile era, what was personnel management has become HR Management. Few HR professionals have shown ingenuity and have started calling it Human Potential Management (HPM) or Human Capital Management (HCM). Notwithstanding all this, the stature of HR professionals has never changed. They continue to remain disempowered today as much as their predecessors were one to two generations ago. Their parity with counterparts from other functions is as elusive as ever!
Thanks,
Dinesh Divekar